Agenda - Council Work Session - 11/25/2025

Home

containers or paraphernalia, poor safety record, excessive absenteeism, impairment of job performance, or any other circumstances that would cause a reasonable employer to believe that a violation of the City's policies concerning alcohol, drugs or cannabis may have occurred. These observations will be reflected in writing on a Reasonable Suspicion Record Form. For off -site collection, employees 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, blood or oral liquid testing and will forward the sample to an approved laboratory for testing. Pursuant to the requirements of the Drug -Free Workplace Act of 1988, all City employees, as a condition of continued employment, will agree to abide by the teiins of this policy and must notify the Administrative Services Director or the Administrative Services Director's designee of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. If required by law or government contract, the City will notify the appropriate 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 cannabis testing, without prior notice during 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 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. 5. Random Testing: In accordance with Minn. Stat. § 181.951, subd. 4, the City may require an employee to submit to random drug, alcohol, and cannabis testing, if the employee is in a safety -sensitive position. Right of Refusal Employees and job applicants 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. 90