12-10-2018 Council Packet - Laserfiche WebLink

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Initial screening tests and confirmatory tests shall be at the sole cost of the City. Testing and evaluation procedures shall be conducted in a manner to ensure that an employee's legal drug use does not affect the test results. All results shall be evaluated by a suitably trained occupational physician or occupational nurse prior to being reported. Within three (3) working days after receipt of test results from the testing laboratory, the City shall inform an employee or job applicant of a negative or positive test result on a confirmatory test. An employee has a right to offer the City a written explanation of a positive test result on a confirmatory test within three (3) working days after notice of the positive test result. Test results shall be treated with the same confidentiality as other employee medical records. Except as otherwise required by law or authorized by the employee, the test results shall not be reported outside the City organization. Each employee whose confirmatory tests indicate positive for drug or alcohol use shall be medically evaluated by a substance abuse professional. If required by the substance abuse professional, the employee will then be counseled and treated for rehabilitation. At any time an employee may voluntarily enter the chemical dependency program. This program is designed to provide care and treatment to employees who are in need of rehabilitation. Details concerning treatment any employee receives at this program shall remain confidential between the City and employee and shall not be released to the public. The City shall not be responsible for the cost of the treatment. No employee shall be relieved of his or her position based on one positive confirmatory test result although the employee may be re-evaluated for his or her assignment. When undergoing treatment and evaluation, employees shall receive the usual compensation and fringe benefits provided at their assigned position provided the employee is using available accumulated leave. Each employee has the right to challenge the results of drug testing in the same manner that he or she may grieve any managerial action. Employees shall be subject to the disciplinary actions prescribed in this handbook if the employee: a. Refuses to undergo drug or alcohol testing; employee may refuse to undergo drug or alcohol testing of a blood sample upon religious grounds if they consent to testing of a urine sample. b. Fails to successfully complete a required rehabilitation program as prescribed by a substance abuse professional. C. Tests positively after completing the initial rehabilitation program. The employee may be given the opportunity to complete a second rehabilitation program. If the employee refuses to complete a second rehabilitation program or if he or she tests positively after the 18 142286x12