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Any intentional act or omission by the employee or applicant that prevents the completion of the
<br /> testing process constitutes a refusal to test.
<br /> An applicant or employee who substitutes, or attempts to substitute, or alters, or attempts to alter
<br /> a testing sample is considered to have refused to take a drug alcohol or cannabis test. In such a
<br /> case, the employee is subject to immediate termination of employment, and in the case of an
<br /> applicant, the job offer will be immediately withdrawn.
<br /> Refusal on Religious Grounds:
<br /> An employee or job applicant who, on religious grounds, refuses to undergo drug and/or alcohol
<br /> testing, including cannabis testing, of a blood sample will not be considered to have refused
<br /> testing, unless the employee or job applicant also refuses to undergo drug, alcohol, or cannabis
<br /> testing of a urine sample.
<br /> Cost of Required Testing:
<br /> The city will pay for the cost of all drug, alcohol or cannabis testing, requested or required of all
<br /> job applicants and employees, except for confirmatory retests. Job applicants and employees are
<br /> responsible for paying for all costs associated with any requested confirmatory retests.
<br /> Prohibition against Drugs and Alcohol
<br /> Use and Possession of Alcohol or Drug(s):
<br /> Employees are prohibited from the use, possession, transfer, transportation, manufacture,
<br /> distribution, sale, purchase, solicitation to sell or purchase, or dispensation of alcohol, drugs,
<br /> including cannabis, or drug paraphernalia, while on duty; while on city premises; while operating
<br /> any city vehicle, machinery, or equipment; or when performing any city business, except (1)
<br /> pursuant to a valid medical prescription used as properly instructed; (2) the use of over-the-
<br /> counter drugs used as intended by the manufacturer; or(3) when necessary for approved law
<br /> enforcement activity.
<br /> Besides having a zero-tolerance policy for the use or possession of alcohol, illegal drugs, or
<br /> misused prescription drugs on the worksite, we also prohibit the use, possession of, impairment
<br /> by any cannabis or medical cannabis products (e.g., hash oils, edibles or beverages containing
<br /> cannabinoids, or pills) on the worksite by a person working as an employee at the city or while
<br /> "on call" and subject to return to work.
<br /> Having a medical marijuana card, patient registry number, and/or cannabis prescription from a
<br /> physician does not allow anyone to use,possess, or be impaired by that drug here. Likewise, the
<br /> fact that cannabis may be lawfully purchased and consumed does not permit anyone to use,
<br /> possess, or be impaired by them here. The federal government still classifies cannabis as an
<br /> illegal drug, even though some states, including Minnesota, have decriminalized its possession
<br /> and use. There is no acceptable concentration of marijuana metabolites in the blood or urine of
<br /> an employee who operates our equipment or vehicles or who is on one of our worksites.
<br /> Applicants and employees are still subject to being tested under our drug, alcohol and cannabis
<br /> testing policy.
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