Agenda - Council - 05/09/1995 - Laserfiche WebLink

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I I I I I I I I I :1 I ,I I I I I I I Proct dure Searches ao Testing If a supervisor has reason to suspect that an employee is violating this policy, the supervisor may ask the employee to immediately submit to a search of the employee's vehicle, desk, locker, lunch box, brief case, purse, packages, personal possessions, or other items on the premises which the employee has, or has access to, or, where circumstances require, to a search of the employee's person by a supervisor, manager, or nurse of the same sex as the person being searched. Refusal to agree to a search or an inspection requested by the City is insubordination and grounds for disciplinary action up to and including termination. If a supervisor has reason to suspect that an employee is violating this policy, believes the employee exhibits symptoms of being under the influence of drugs or alcohol, or that an employee has, through his or her own conduct, contributed to an accident or injury at work, the City may ask the employee to'submit to a medical examination and/or blood, urine, or other medical test or tests to be conducted by a clinic, laboratory, or physician of the City's choosing and at a time and place determined by the City. Samples may be taken by qualified medical personnel using proper identification and chain-of- custody procedures. These tests will be conducted to determine the level of alcohol and/or presence of illegal drugs in the employees system. Before requesting an employee to undergo an alcohol/drug test, he or she will be given the opportunity, in writing (1) to acknowledge that he/she has seen the City's Alcohol and Drug Testing Policy; (2) to indicate any over-the-counter or proscription medications that the individual is currently taking or has recently taken, and any other information relevant to the reliability of, or explanation for, a positive test. The employee must also agree in writing to allow the results of such test or tests to be disclosed to and used by the City. An employee who tests positive for evidence of alcohol, controlled substances, or illegal drugs, will be given the opportunity to have the original sample retested at his/her own expense. Within three (3) working days after notice of a positive, confirmed test result, the employee may submit information to the City, in addition to any information already submitted, to explain that result, or within five (5) working days after such notice, may request a confirmatory retest at his/her own expense. The City may also require an employee to undergo testing if the employee has been referred by the City for chemical dependency treatment or evaluation or is participating in such a program, in