Agenda - Council Work Session - 07/22/2014

Home

• (m) Reasonable Suspicion: A belief by the Human Resources Manager or City Administrator that the appearance, behavior, speech or body odors of an employee are indicative of the use of a controlled substance or alcohol based on the observation of at least one supervisor or official who has received training in the identification of behaviors indicative or drug and alcohol use. (n) Safety - Sensitive Position: A job, including any supervisory or • management positions, in which an impairment caused by drug or alcohol usage would threaten the health or safety of any person. • (o) Under the Influence: Having the presence of a drug or alcohol at or above the level of a positive test result. Formatted: Font: 12 pt, Font color: Auto Formatted: Normal, Left Formatted: Space After: 8 pt, Don't add space between paragraphs of the same style, Line spacing: Multiple 1.08 li, Bulleted + Level: 1 + Aligned at: 0.25 + Indent at: 0.5 Formatted: Space After: 8 pt, Don't add space between paragraphs of the same style, Line spacing: Multiple 1.08 li, Bulleted + Level: 1 + Aligned at: 0.25 + Indent at: 0.5 .— Formatted: Space After: 8 pt, Don't add space between paragraphs of the same style, Line spacing: Multiple 1.08 Ii, Bulleted + Level: 1 + Aligned at: 0.25" + Indent at: 0.5" Circumstances Under which Testing may Occur: Any employee or job applicant of the .- - - { Formatted: Indent: Left: 0", First line: 0" City may be tested under the following circumstances: (Formatted: Font: Bold 1) (a) Job Applicant: A job applicant may be requested or required to undergo drug testing - - - after a job offer has been conditionally made and before commencing employment in the position. Alcohol testing will not be a part of a post -offer pre -employment physical examination. 2) (b) Treatment Program Testing: The City may test any employee referred by the City .— - - - for chemical dependency treatment or evaluation at any time and without prior notice during the period of treatment or evaluation and for up to two (2) years following completion of any prescribed chemical dependency treatment or evaluation program in accordance with Minnesota State law. 3) (c) Reasonable Suspicion Testing: No employee will be tested for drugs or alcohol under this rolpmpeliey without the person's consent. If, however, the City asks an employee to undergo a drug or alcohol test and the employee refuses, the employee may be subject to disciplinary action, up to and including immediate termination_ Formatted: Space After: 8 pt, Don't add space between paragraphs of the same style, Numbered + Level: 1 + Numbering Style: 1, 2, 3, ... + Start at: 1 + Alignment: Left + Aligned at: 0.25" + Indent at: 0.5" Formatted: Space After: 8 pt, Don't add space between paragraphs of the same style, Numbered + Level: 1 + Numbering Style: 1, 2, 3, ... + Start at: 1 + Alignment: Left + Aligned at: 0.25" + Indent at: 0.5" Formatted: Space After: 8 pt, Don't add space between paragraphs of the same style, Numbered + Level: 1 + Numbering Style: 1, 2, 3, ... + Start at: 1 + Alignment: Left + Aligned at: 0.25" + Indent at: 0.5" The City may request or require an employee to undergo drug or alcohol testing if the employer has — - - { Formatted: Indent: Left: a reasonable suspicion that the employee: i) Is under the influence of drugs or alcohol; ii) has violated the employer's written work rules prohibiting the use, possession, sale, or transfer of drugs or alcohol while the employee is working or while the employee is on the employer's premises or operating the employer's vehicle, machinery, or equipment; iii) has sustained or cause another person to sustain a work related personal injury; or 22Tag c o" JFormatted: Font: 12 pt ziFormatted: Footer, Line spacing: single J 1