Agenda - Council Work Session - 12/12/2023

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containers qUaKaphernalia poor saf ety record, excessive absenteeism, impairment of job , per ormance., or any other circumstances that would cause a reasonable employer to believe that a violation of the..city's policies concerning alcohol, drugs or cainiabis may have occurred. These 9 observations will be reflected 'in writing on a Reasonable Suspicion Record Form. For off-site collection, e: ployees will be_driven to the employer-approved medical facility by their supervisor or a designee. For an on-site collection service the employee will remain on site and be observed by the supervisor or designee. The medical facility or on-site collection service will take the urine or blood sample and will forward the sam-ple to an approved laboratoi' for testipg. Pursuant to the requirements of the Drug-Free Workplace Act of 1988, all city eMloyees, as a condition of continued employment, will agree to abide by the terms of this policy and must notify the Administrative Services Director or their designee in Human Resources of any ing criminal drug_statute conviction for a violation occurr in the workplace not later than five days after such conviction. If required by law or government contract, the city will notify gppropriate federal_agency of such conviction within 10 days of receiving notice from the employee. (3) Treatment Program Testing: In accordance with Minn. Stat. 181.951 subd. 6, the city may request or require an employee to undergo drug, alcohol or cannabis testing, if the employee has been referred..by the city for chemical dependency treatment or evaluation or..is.participating in a chemical dependency treatment program under an employee benefit plan. In such a case., the employee may be requested or required to undergo drug or alcohol testing, including caumabis testing, without prior notice durincy the evaluation or treatment period and for a period of up to two years following completion of any prescribed chemical dependency treatment,program. (4) Routine Physical Examination Testing: The city may request or require an employee to undergo drug and/or alcohol testing but not cannabis testing, except for the categories of positions listed above for which cannabis is considered I consi a drug or unless otherwise required by state of federal law—as part of a routine physical examination. The city, in accordance with Minn. Stat. § 181.951, subd. 3, will request or require this type of testing no more than once annually, and the employee will be provided with at least two weeks' written notice that the test will be required as part of the physical examination. J5) Random Testing: In accordance with Minn. Stat. § 181.951, subd. 4, the city may require an employee to submit to random drug, alcohol, and carniabis testing, if the employee is in a safety-sensitive position. Right of Refusal:. Employees.,and j ob,.gpplicants have-the right,to refuse to submit to an alcohol, drug, or cannabis test under this policy. However, such a refusal will subject an employee to immediate termination.