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4 Cards in this Set
- Front
- Back
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Policy rules: |
1. An employee shall not work under the influence. 2. Employee shall not purchase, possess, use, sell, furnish, or be under the influence of any illegal or controlled substance. 3. An employee advises their supervisor of limitations resulting from prescription drugs may be assigned to light duty assignments. 4. Upon showing of just cause the City may, in the presence of the employee or rep, search all areas over which the City maintains joint or full control with the employee. 5. An employee shall within 5 days report any drug related criminal convictions for drug related activity in the workplace. |
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Reasonable Cause: |
Reasonable cause shall exist when two supervisors, articulate and can substantiate in writing specific behavioral, performance or contemporaneous physical indicators of being under the influence on the job. |
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If two trained supervisors believe that there is reasonable cause for drug/alcohol test the following procedures shall be used: |
1. The employee shall be immediately informed of the supervisor's suspicions and advised that he may have a rep present. Document on Incident report form. Delay in securing rep shall not exceed one hour. 15 min allowed with rep. 2. Supervisor shall document the objective factors constituting reasonable cause for test. 3. The employee will be offered an opportunity to give an explanation of his condition. 4. Both supervisors shall sign and date the Incident report form. 5. Employee shall be provided with a copy of the incident report form on completion. 6. Before the test is administered employee will be asked to sign a consent form to release info. 7. Employee provides specimen. 8. If the Employee refuses consent for test or release of results will be subject to disciplinary action up to and including termination. |
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Consequences for violation: |
Employee: Subject to discipline up to and including termination. Prohibited from engaging in further work and shall not be allowed to operate or utilize city equipment. |
