11-27-1995 Council Packet - Laserfiche WebLink

Home Browse Search

TRANSPORTATION EMPLOYEE DRUG AND ALCOHOL POLICY UNDER the omnibus TRANSPORTATION EMPLOYEE TESTING ACT Continued direct the analysis of the split specimen. If the confirming tetest is negative, no adverse action will be taken against the employee and an applicant will be considered for employment. The employer will not discharge an employee that, for the first time, receives a verified positive drug or alcohol test result unless: 1. The employee refuses to meet with a substance abuse professional for the purpose of an evaluation for alcohol/controlled substance use/abuse and recommendations for an educational, counseling or treatment program; or 2. the employee fails to enter the recommended program, or fails to successfully complete the program; or 3. the employee fails a retum*to-duty alcohol and controlled substance test at the successful completion of the recommended program or subsequent unannounced follow-up alcohol and controlled substance testing. DISCIPLINE Any person found to be in violation of this policy is subject to discipline up to and including discharge. Disciplinary actions taken pursuant to this policy are appealable pursuant to the procedures established in the Employer’s personnel policy and rules or any applicable collective bargaining agreement, but not both. Nothing in this policy limits or restricts the right of the City of Orono to discipline or discharge an employee for conduct which violates the City of Orono policies or rules provided the employee is not tested for controlled substances or alcohol. CONFIDENTIALITY OF TEST RESULTS All alcohol/controlled substances test results and required records are considered confidential information. Any information concerning an individual ’s test results and records shall not be released without the written permission of the individual except as provided for by regulation or law.