11-27-1995 Council Packet - Laserfiche WebLink

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TRANSPORTATION EMPLOYEE DRUG AND ALCOHOL POLICY UNDER THE OMNIBUS TRANSPORTATION EMPLOYEE TESTING ACT Continued All time, other than driving time, in or upon any CMV except time spent resting in a sleeper berth; All time loading or unloading a vehicle, supervising, or assisting in the loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded: All time spent performing the drive requirements on the Federal Motor Carrier Safety Regulations relating to accidents; All time repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle; 15.Substance Abuse Professional (SAP) means a licensed physician or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission) with knowledge of and clinical experience in the diagnosis and treatment of alcohol and contiolled substances-related disorders. CIRCUMSTANCES UNDER WHICH DRUG AND ALCOHOL TESTS SHALL BE REQUIRED OR REQUESTED DURLNG THE APPLICATION PROCESS. All job applicants, including persons currently employed by the City of Orono, applying for a job where duties include operating the City of Orono CMV’s are required to undergo testing for alcohol and drugs if a Job offer is made. The job offer is contingent upon a negative drug and alcohol test report and the applicant’s written acreement authorizing former employ ers to release to the City of Orono all information on the applicant’s alcohol tests with a concentration result of 0.04 or greater, positive controlled substances test results, and refusals to be tested, within the preceding two years. REASONABLE SUSPICION. A drug test shall be required if the City of Orono has a reasonable suspicion that an employee has violated the provisions of this policy regarding alcohol or controlled substances. Reasonable suspicion alcohol tests should be administered as soon as practicable. If the test is not administered within 2 hours, the reason shall be documented. If the alcohol test is not administered within 8 hours all attempts to conduct the test shall cease and the reasons shall be documented. Notwithstanding the absence of a reasonable suspicion alcohol test, the employee shall not be permitted to perform or continue to perform safety- I