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Employees who are required to hold a commercial driver's license (CDL) are subject to <br />the "City of Orono's Drug and Alcohol Testing Policy for Commercial Driver's License <br />Holders," which shall be distributed at time of hire. <br />Non -CDL Drug and Alcohol Testing Policy <br />The intent of this section is to prevent drug and alcohol abuse by employees and to offer <br />the opportunity for rehabilitation of employees who have tested positively for drug and alcohol <br />use while on duty. <br />The City shall inform a job applicant prior to testing. Information shall include the City's <br />right to request a test, the processing of a test, the consequences of testing positively, and the <br />rights of the employee. <br />Before requesting an employee or a job applicant to undergo drug or alcohol testing, the <br />City shall provide the employee or job applicant with a form developed by the City on which to <br />acknowledge the employee or job applicant has reviewed the Policy. On an additional form, the <br />employee or job applicant may indicate any over-the-counter or prescription medications that <br />they are currently taking or have recently taken and any other information relative to the liability <br />of or explanation for a positive test result. This form will be completed at the collection site and <br />will not be reviewed by the employer. <br />Random drug or alcohol testing of employees is prohibited. <br />The City shall not require an employee to undergo drug or alcohol testing except in the <br />following circumstances: <br />a. The City may require a job applicant to undergo drug testing provided a job offer <br />has been made to the applicant and the same test is required of all job applicants conditionally <br />offered employment for that position. If the job is withdrawn the City shall inform the applicant <br />of the reasons for its actions. <br />b. The supervisor in charge may require an employee to undergo drug or alcohol <br />testing provided a reasonable attempt has been made to receive approval from the City <br />Administrator, that said requirement is stated in writing, and there is reasonable suspicion that <br />the employee: <br />i) is under the influence of drugs or alcohol; <br />ii) is found to personally possess illicit drugs or alcohol while on duty; <br />iii) sustained a personal injury or caused another employee to sustain a <br />personal injury and the supervisor in charge has reasonable suspicion that drugs or alcohol were <br />involved; or <br />16 <br />142286x12 <br />