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HomeMy Public PortalAbout808.4 - Human Resources - Personnel Management - Drug and Alcohol PolicyHuman Resources Department Section 808.4 Policies and Procedures Manual Page 1 808.4: Drug and Alcohol Policy Objective: To establish City policies and procedures designed to create a substance abuse-free workforce and workplace. Authority: This procedure amended by City Council January 8, 2024, Item A-01. Direction: Human Resources Director receives direction from the Mayor through the Chief Administrative Officer (CAO) or designee. Functions: Article I Applicability — Article I applies to all City employees. 1. Definitions a. Drug(s) — Means alcohol, including distilled spirits, wine, malt beverages and intoxicating liquors; amphetamines; cannabinoids; or cannabinoid products (regardless of whether it is for a Medical Use as defined in Florida Statute 381.986); cocaine; phencyclidine (PCP); hallucinogens, methaqualone; opiates; barbiturates; benzodiazepine, synthetic narcotics; designer drugs; or a metabolite of any of the substances listed herein; any drug which is an illegal and/or controlled substance as defined in Florida Statutes 893.13, not specifically listed Human Resources Department Section 808.4 Policies and Procedures Manual Page 2 above; another’s medication used by the person tested or any misused prescription drug. b. Drug or Alcohol Test — Means any breath, blood, saliva, or urine, analysis utilized for the purpose of determining the presence or absence of a drug or its metabolites. c. Initial Drug Test — Means a sensitive and reliable procedure to identify negative and presumptive positive specimens. The initial test shall use an immunoassay procedure or equivalent or a more accurate scientifically accepted method approved by the Agency for Health Care Administration as such technology becomes available in a cost-effective form. d. Confirmation Drug Test (“Confirmed Test or Confirmation Test”) — Means a second analytical procedure used to identify the presence of a specific drug or metabolite in a specimen. The confirmation test will be different in scientific principle from the initial test procedure. This confirmation method will be capable of providing the requisite specificity and quantitative accuracy. e. Chain of Custody — Refers to the method of tracking specified materials or substances for the purpose of maintaining control and accountability from initial collection to final disposition for all such materials or substance and providing accountability at each stage in handling, testing, storing specimens and reporting test results. f. Reasonable Suspicion Drug Testing — Means drug testing based on a belief that an employee is using or has used drugs (including cannabinoid or cannabinoid products regardless of whether it is for a Medical Use as defined in Florida Statute 381.986) in violation of this policy, drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience. g. Safety Sensitive Position — Means any position, including a supervisory or management position, in which drug impairment may constitute an immediate and direct threat to personal and Human Resources Department Section 808.4 Policies and Procedures Manual Page 3 public health or safety, such as a position that requires the employee to carry a firearm, perform life-threatening procedures, work with confidential information or documents pertaining to criminal investigations, operate a city vehicle or heavy equipment, or work with controlled substances; a position subject to Florida Statute 110.1127; or a position in which a momentary lapse in attention could result in injury or death to another person. h. E.A.P. — Employee Assistance Program (EAP) means a City provided benefit available to all employees and members of their households. The service assists with identifying and resolving personal problems that may cause or contribute to work performance problems, including financial, marital, family, substance abuse, emotional/psychological, health or other concerns. The EAP provides confidential assessment counseling and possible referral. Employees may personally refer themselves to EAP or may be required to seek assistance by their supervisor as a condition of continued employment. The initial supervisory referral may be during City work hours and may be on City time; all other visits are to be on the employee’s personal time or charged to a type of appropriate accrued paid leave. If referral to a provider outside of EAP is necessary, some costs may be covered by the employee's medical insurance benefit; but employees are responsible for finding out which benefits are covered by medical insurance and which are their personal responsibility. i. Occupational Health Medical Provider (OHMP) — Contracted occupational medical provider as determined by the City of Orlando. j. Medical Review Officer (MRO) — A licensed physician, employed by or contracted with an OHMP, who has knowledge of substance abuse disorders, laboratory testing procedures, and chain of custody collection procedures; who verifies positive, confirmed test results, and who has the necessary Human Resources Department Section 808.4 Policies and Procedures Manual Page 4 medical training to interpret and evaluate an employee’s positive test result in relation to the employee’s medical history or any other relevant biomedical information. k. Designated Employer Representative (DER) — Employees designated by the City to take immediate action(s) to remove employees from safety-sensitive duties and to make required decisions in the testing and evaluation processes. The DER also receives test results and other communications to the City related to this policy and procedure. l. Refusal to Submit/Refusal to Test — Means: i. Failure to provide adequate specimen, including breath, blood, saliva, or urine, for testing without valid medical explanation, after receiving oral or written notice of requirement for any drug test required by this policy. ii. Engaging in conduct that clearly obstructs the testing process. iii. Failure to appear for any test within one (1) hour after being directed to do so by the employer. iv. Failure to remain at the testing site until the testing process is complete. v. In the case of a directly observed or monitored collection, failure to permit the observation or monitoring of the employee’s provision of specimen. vi. Failure or decline to take a second test the employer or collector has directed the employee to take. vii. Failure to undergo a medical examination or evaluation, as directed by the MRO as part of the verification process, or as directed by the OHMP as part of “shy bladder” procedures. viii. Failure to cooperate with any part of the testing process; OR Human Resources Department Section 808.4 Policies and Procedures Manual Page 5 ix. Producing a verified test result indicating evidence of adulteration or substitution. m. Dilute Specimen — Means a specimen with creatinine and specific gravity values that are lower than expected for human urine as determined by the MRO. n. Adulterated Specimen — Means a specimen that contains a substance that is not expected to be present in human urine, or contains a substance expected to be present but is at a concentration so high it is not consistent with human urine. o. Substituted Specimen — Means a specimen with temperature, creatinine and specific gravity values that are not consistent with human urine. p. Verified Test — Means a drug test result or validity testing result that has undergone review and final determination by the MRO. 2. Policy The City recognizes that use of drugs or misuse of prescription or non-prescribed medications, is a serious social problem that can also impact the workplace and the services the City provides. The City is committed to creating and maintaining a drug-free workplace. Any violation of this policy shall subject the employee to disciplinary action up to and including termination. a. Prohibited Activities 1. Drugs (Excluding Alcohol) Illegal use, possession, sale, or solicitation of drugs is prohibited at all times on or off the job, except for off the job Medical Use as defined in Florida Statute 381.986. Being under the influence of drugs (including cannabinoid or cannabinoid products regardless of Human Resources Department Section 808.4 Policies and Procedures Manual Page 6 whether it is for a Medical Use as defined in Florida Statute 381.986) is prohibited at all times on the job. Being under the influence of cannabinoid or cannabinoid products off the job (regardless of whether it is for a Medical Use as defined in Florida Statute 381.986) is prohibited for employees (sworn or civilian) in the Fire and Police Department. 2. Alcohol Use or being under the influence of alcohol is prohibited: a. When in uniform. b. During work hours, including any breaks. c. While operating Motor Vehicles or other motorized City equipment - Equipment operators and other personnel who operate motor vehicles or other motorized equipment on the job shall not use or possess or be under the influence of alcoholic beverages at any time during their work shift, including meal breaks, or at other times while operating City motor vehicles or other motorized equipment. A drug test reflecting a blood alcohol concentration of .02 or higher will result in a positive test. d. Consumption of alcoholic beverages prior to reporting to the workplace when the use impairs or impedes performance or is otherwise apparent, is prohibited. 3. Medications Human Resources Department Section 808.4 Policies and Procedures Manual Page 7 Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or according to a physician’s prescription. Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of their job or the safe operation of motor vehicles or other motorized equipment. If the use of a medication could compromise the safety of the employee, fellow employees, or the public, it is the employee’s responsibility to use appropriate personnel leave procedures. b. Testing i. Post Offer Employment Testing — Applicants selected for City employment must submit to a drug test: 1. For all positions within the Police and Fire Department (sworn or civilian positions), testing will include all drugs defined in Section A; 2. For all positions that require the possession of a Commercial Driver’s License, testing will be as provided in Article II; 3. For all other positions, testing will include all drugs defined in Section A; excluding cannabinoid or cannabinoid products; 4. Refusal to submit to a drug test, or a confirmed positive drug test showing the presence of drugs shall preclude the applicant from being hired. Applicants testing positive or refusing to test will be precluded from applying for City employment for a period of at least one (1) year. Human Resources Department Section 808.4 Policies and Procedures Manual Page 8 ii. Reasonable Suspicion Testing — Any employee may be subject to reasonable suspicion testing when any Supervisor or Manager has reasonable suspicion, based upon specific objective facts and observations, including observations of others, to believe an employee is under the influence of drugs in violation of this policy. Reasonable Suspicion Testing will include testing for all Drugs as defined in Section A. Such facts and observations may be based upon: 1. Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug. 2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. 3. A report of drug use prohibited by this policy, provided by a reliable and credible source. 4. Evidence that an individual has tampered with a drug test during employment with the current employer. 5. Information that an employee has caused, or contributed to, an accident while at work. 6. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs prohibited by this policy. 7. When the City has reasonable suspicion based upon specific objective facts and observations, other than as provided above, to believe an employee has used or possessed drugs while on duty. Human Resources Department Section 808.4 Policies and Procedures Manual Page 9 Anonymous communications, without further corroboration, shall not constitute reasonable suspicion. Prior to an employee being required to submit to reasonable suspicion drug test, a Supervisor or Manager must document in writing who is to be tested and describe the specific objective facts or information allegedly constituting reasonable suspicion for testing. A Supervisor or Manager shall use the attached Reasonable Suspicion Observation Form to satisfy this requirement. A Supervisor or Manager shall transport the employee to and from the testing site. The Supervisor or Manager shall ensure that the employee is not allowed to perform job-related tasks and shall remain with the employee until the employee is escorted home or turned over to a competent authority. Under no circumstances shall the employee undergoing reasonable suspicion testing be permitted to drive a City vehicle. iii. Post-Accident Testing — Employees will be required to submit to drug testing if they are involved in an on-duty accident resulting in bodily injury or if they are in an accident while driving a City vehicle. If the accident is an on-duty vehicular one, only the driver is required to be tested. Employees are directed to inform their Supervisor immediately of any on-duty accident or accident with a City vehicle. The employee’s Supervisor shall then direct the employee to report for drug testing within one (1) hour after the accident or as soon as operationally possible. Employees who refuse to submit a breath, blood, or urine specimen following an accident, or who fail to report an accident as required, and Supervisors who fail to direct Human Resources Department Section 808.4 Policies and Procedures Manual Page 10 employees involved in accidents to report for drug testing as required by this policy, shall be charged with insubordination and can be disciplined up to and including termination. iv. Examination Upon Transfer or Promotion — Employees shall submit to a drug test prior to any voluntary transfer initiated by an employee or prior to any promotion: 1. For all positions within the Police and Fire Department (sworn or civilian positions), testing will include all drugs defined in Section A; 2. For all positions that require the possession of a Commercial Driver’s License, testing will be as provided in Article II; 3. For all other positions, testing will include all drugs as defined in Section A, excluding cannabinoid or cannabinoid products. c. Conditions The following conditions apply: i. Any employee who fails/refuses to submit to a drug test as required by this policy shall be treated as having a verified positive drug test and is subject to immediate disciplinary action up to and including termination. ii. As a term and condition of employment, employees must notify their Supervisor or Manager within five (5) calendar days of any conviction for a drug violation. (Such a conviction or failure to report such a conviction are violations of City Policy.) d. Handling of Test Results Human Resources Department Section 808.4 Policies and Procedures Manual Page 11 i. For applicants, the MRO will notify the DER of the result. The applicant should receive a call from the MRO if there is a positive result. ii. If an employee refuses to submit/test, the OHMP will notify the DER immediately. The DER will then notify the Supervisor or Manager. iii. Dilute Specimens: A positive-dilute result will be treated as a verified positive result. A negative-dilute specimen will be treated as a negative result. e. If a Test Result is Positive, Adulterated, Substituted, or otherwise invalid i. The MRO will contact the employee by telephone. The applicant or employee must contact the MRO as directed and within seventy-two (72) hours after the MRO makes initial contact. ii. The MRO will review any circumstances the applicant or employee believes may mitigate the results of the positive test. The MRO may request physical examination or further medical evaluation as part of the verification process. The cost of further medical evaluation will be borne by the applicant or employee. iii. The OHMP may complete a preliminary analysis to determine if the specimen is adulterated or substituted. If this is the case, the OHMP would notify the DER immediately. The DER will terminate the application process for applicants. For employees, upon such notification, the DER will notify the Supervisor or Manager, who will immediately begin disciplinary action or termination of an employee after consulting with Human Resources Department/Labor Relations Section. iv. The MRO will notify the DER of the verified positive drug test. The DER will terminate the application process for applicants. For employees, upon such notification, the Human Resources Department Section 808.4 Policies and Procedures Manual Page 12 DER will notify the Supervisor or Manager, who will immediately begin disciplinary action or termination of an employee after consulting with Human Resources Department/Labor Relations Section. f. Contesting a Positive Drug Test i. The employee or applicant may request a retest of the already submitted specimen by another National Institute of Drug Abuse (NIDA) certified laboratory of their choosing. The request shall be made in writing by the applicant or employee within five (5) calendar days from notice of a positive confirmed drug test. The original laboratory will transfer the specimen using the proper protocols to preserve the chain of custody. The costs of providing for a second test will be borne by the requesting party. The employee or applicant will be reimbursed for their reasonable costs of the test, if the second test result is negative. ii. An employee or applicant for employment has an affirmative obligation to notify the designated laboratory of any administrative or civil action/challenge to the test result. Said notification should be done in writing within ten (10) calendar days from the time the employee or applicant notifies the employer of the pending action. 3. Policy Violations a. Any violation of this policy shall subject the employee to disciplinary action up to and including termination. b. An employee, who is not terminated as a result of an initial violation of this policy, will be placed on a Continuing Employment Contract/Last Chance Agreement as additional condition(s) of employment with the City. The Continuing Employment Contract/Last Chance Agreement, will be prepared by the City’s Human Resources Department/Labor Relations Section and shall include, at a minimum: Human Resources Department Section 808.4 Policies and Procedures Manual Page 13 i. An EAP referral; ii. Treatment and/or substance abuse counseling; iii. Random testing for one (1) year and follow-up testing at least once a year for a two (2) year period; iv. Ineligibility for promotion or voluntary interdepartmental transfer for a period of 365 days from execution of the Continuing Employment Contract/Last Chance Agreement; v. Suspension of: i) driving privileges for city vehicles, ii) authorization to operate safety sensitive equipment, and iii) authorization to perform a safety sensitive function, with reinstatement thereof only upon written notice by the appropriate Supervisor or Manager, after consultation with Risk Management and Labor Relations and only after the employee’s first negative drug test. c. Failure to comply with terms of a Continuing Employment Contract/Last Chance Agreement will be grounds for termination. Furthermore, any other violation of this policy at any time during the employee's employment with the City will subject the employee to termination without applicability of Section C. 2. 4. Confidentiality All information, interviews, reports, statements, memoranda, and drug test results, written or otherwise, received by the employer through a drug-testing program are confidential communications. Employers, laboratories, medical review officers, employee assistance programs, drug rehabilitation programs, and other agents who receive or have access to information concerning drug results shall keep all information confidential in accordance with applicable law. Human Resources Department Section 808.4 Policies and Procedures Manual Page 14 This subsection does not prohibit the City, its agent(s), or the laboratory conducting a drug test program from having access to employee drug test information or using such information in making disciplinary decisions or when consulting with human resources or with legal counsel in connection with actions brought under or related to this section or when the information is relevant to its defense in a civil or administrative matter. Article II Applicability — Article II applies to every person whose position requires the possession of a commercial driver license and any person applying for such positions. If there is conflicting language between Article I and Article II, Article II will apply. 1. Definitions As used in this Article II the terms set forth below shall have the following meanings: a. Drug(s) — Means alcohol, including distilled spirits, wine, malt beverages, and intoxicating liquors; cannabinoid or cannabinoid products (regardless of whether it is for a Medical Use as defined in Florida Statute 381.986); amphetamines; cocaine; phencyclidine (PCP); hallucinogens, methaqualone; opiates; barbiturates; benzodiazepine, synthetic narcotics; designer drugs; or a metabolite of any of the substances listed herein; any drug which is an illegal and or controlled substance as defined in Florida Statutes 893.13, not specifically listed above; another’s medication used by the person tested; any misused prescription drug. b. CDL Driver — Means a full-time or part-time employee who is required by the City to hold a commercial driver’s license (CDL). c. Reasonable Suspicion Drug Testing — Means drug testing based on a belief that the employee is using or has used drugs in violation of this policy drawn from specific objective and Human Resources Department Section 808.4 Policies and Procedures Manual Page 15 articulable facts and reasonable inferences drawn from those facts in light of experience. d. Random Drug Testing — Means a drug test chosen to be conducted based on a computer-generated random sampling of drivers within each group subject to random drug testing. All drivers within a group subject to random drug testing shall have an equal chance of being selected each time selections are made. e. Safety Sensitive Functions — Means: i. Waiting to be dispatched while on duty; ii. Inspecting, servicing, or conditioning a vehicle; iii. Driving a vehicle; iv. Occupying a vehicle at times other than when actually driving (e.g., riding with another driver while on duty, sitting in a parked vehicle); v. Loading or unloading a vehicle, supervising or assisting in loading or unloading, attending to a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle being loaded or unloaded, or giving or receiving receipts for shipments loaded or unloaded; vi. Repairing, obtaining assistance for, or remaining in attendance upon a disabled vehicle. f. Substance Abuse Professional — Means a person qualified under 49 CFR Part 40.281 to provide diagnosis and treatment of alcohol and controlled substance-related disorders and is knowledgeable about federal Department of Transportation guidelines. 2. Prohibited Conduct Human Resources Department Section 808.4 Policies and Procedures Manual Page 16 a. No CDL driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions having a breath alcohol concentration of 0.02 or greater. b. No CDL driver shall be on duty or operate a vehicle while the driver is in possession of drug(s). c. No CDL driver shall use or be under the influence of drug(s) while performing safety-sensitive functions. d. No CDL driver shall perform safety-sensitive functions within four (4) hours after using alcohol. e. When required to take a post-accident drug test, CDL drivers shall not use alcohol for eight (8) hours following the accident, or until they undergo a post-accident drug test, whichever occurs first. f. No CDL driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions while the driver uses or is under the influence of any drug(s), except when the use is pursuant to the instructions of a physician who has advised the CDL driver that the drug does not adversely aff ect their ability to safely operate a vehicle, and such use does not violate the provisions of Article I. g. No CDL driver shall report for duty, remain on duty, or perform a safety-sensitive function if the CDL driver tests positive for drug(s). h. No CDL driver may refuse to submit to any drug test required under this Article. 3. Testing for Alcohol and Drugs a. Pre-Employment Testing — All job applicants who have received a contingent job offer for employment and all employees who transfer to another job position within the City, shall be subject to pre-employment drug testing to include all drugs specified by the Department of Transportation (DOT Drug Human Resources Department Section 808.4 Policies and Procedures Manual Page 17 Panel) and must successfully pass a drug test by receiving a negative test result for the presence of drugs. A refus al to submit to a drug test or a positive confirmed drug test shall constitute sufficient basis for refusing to hire a job applicant. b. Post-Accident Testing — Employees will be required to submit to drug testing to include all drugs specified by the Department of Transportation (DOT Drug Panel) if they are involved in an on-duty accident or an accident while driving a City vehicle. If the accident is an on-duty vehicular one, only the driver is required to be tested. Employees are directed to inform their Supervisor immediately of any on-duty accident or accident with a City vehicle. The employee’s Supervisor shall then direct the employee to report for drug testing within one (1) hour after the accident or as soon as operationally possible. Employees who refuse to submit a specimen following an accident, or who fail to report an accident as required, and Supervisors who fail to direct employees involved in accidents to report for drug testing as required by this policy, shall be charged with insubordination and can be disciplined up to and including termination. c. Random Testing — All CDL drivers shall be subject to unannounced random drug testing to include all drugs specified by the Department of Transportation (DOT Drug Panel). i. CDL Drivers who are selected for random testing shall proceed to the directed test site immediately upon being notified. ii. CDL Drivers are randomly selected for testing from a “pool” of CDL drivers subject to testing. The testing dates and times are unannounced and are with unpredictable frequency throughout the year. Each year, the number of random tests conducted by the City will be consistent with the percentage set forth in 49 CFR. §382.305 for CDL drivers performing safety-sensitive functions. Some CDL Human Resources Department Section 808.4 Policies and Procedures Manual Page 18 drivers may be tested more than once a year; some may not be tested at all depending on the random selection. d. Reasonable Suspicion Drug Testing — The City will require a CDL driver to submit to a drug test to include all drugs specified by the Department of Transportation (DOT Drug Panel) when the City has reasonable suspicion to believe that the CDL driver is using or has used drug(s) in violation of this Article. Reasonable suspicion of drug use may include indication of the chronic and withdrawal effects of drugs. i. CDL Drivers will be required to submit to reasonable suspicion drug testing when a Supervisor has reasonable suspicion to believe that a CDL driver is using or has used drug(s) in violation of this Policy. The Supervisor will document the circumstances which formed their determination of reasonable suspicion in writing using the attached Reasonable Suspicion Observation Form within three (3) working days from the date of their determination. A copy of this documentation will be given to the CDL driver upon request. e. Return to Duty and Follow Up Testing — Should a CDL driver complete the counseling or treatment program, as required by a substance abuse professional, in lieu of being terminated in connection with a violation of this Article, the CDL driver shall be required to undergo a return-to -duty drug test and follow-up drug testing to include all drugs specified by the Department of Transportation (DOT Drug Panel). i. No CDL driver will be permitted to return to duty unless, in the case of alcohol, the alcohol concentration is less than 0.02, or, in the case of other drugs, there is a verified negative result to the test. ii. A CDL driver who, in accordance with this Article, has been determined by a substance abuse professional to require assistance in resolving a drug issue must be tested periodically upon their return to duty for a minimum Human Resources Department Section 808.4 Policies and Procedures Manual Page 19 of six (6) tests in the first twelve (12) months following the CDL driver’s return to duty. Testing will continue for a period not to exceed five (5) years following the return to duty. Follow-up testing will be unannounced; however, a CDL driver will only be directed to undergo follow-up drug testing while the CDL driver is performing safety-sensitive functions, just before the CDL driver is to perform safety- sensitive functions, or just after the CDL driver has ceased performing such functions. f. Fitness for Duty Testing — All CDL drivers who are subject to a fitness-for-duty medical examination must take a drug test to include all drugs specified by the Department of Transportation (DOT Drug Panel) as part of their medical examination. 4. Testing Procedures All testing for drugs shall be administered in accordance with the regulations issued by the U.S. Department of Transportation, 49 CFR. Part 40, as amended. Copies of these regulations shall be made available upon request. 5. Substance Abuse Professionals a. If the City decides to not terminate a driver after a violation of this Policy, in addition to placing the employee on a Continuing Employment Contract/Last Chance Agreement, the City may require the CDL driver to be evaluated by a substance-abuse professional of the City’s choosing and at the City’s expense. That substance-abuse professional will determine what, if any, assistance the CDL driver may need to resolve their drug issue. The substance-abuse professional shall then refer the CDL driver to a counseling or treatment program from which the professional receives no remuneration or in which the professional has no financial interest. The substance-abuse professional shall continue to evaluate whether the CDL driver has followed the course of action that the substance-abuse professional prescribed in their initial evaluation. Any program that the CDL driver undertakes on the recommendation of the Human Resources Department Section 808.4 Policies and Procedures Manual Page 20 substance-abuse professional shall be at the CDL driver’s expense. The CDL driver must successfully comply with the substance-abuse professional’s evaluation recommendations prior to the CDL driver performing safety-sensitive functions. b. Each CDL driver or job applicant who violates this Policy and is not terminated or not hired, shall be provided the name, address, and telephone number of substance-abuse professionals/counselors, the employee assistance program, and treatment programs which may assist the CDL driver in evaluating and resolving problems with drug(s). The driver is responsible for any out-of-pocket costs associated with seeking treatment or counseling. Forms: Reasonable Suspicion Observation Form Committee Responsibilities: None. Reference: Procedure adopted by City Council February 4, 1991, Item 3/50; amended by City Council, June 21, 1993, Item 2-P; amended by City Council, August 9, 1993, Item OO, amended December 19, 1994, Item S; amended October 21, 1996, Item 8YY; amended August 23, 1999, Item 9CCC; amended April 3, 2000, Item 2PPP January 28, 2002; amended October 14, 2002, Item B23; amended September 15, 2003; re-formatted only April 2004; amended July 25, 2005, Item A11; amended June 18, 2007, Item A- 2; amended June 26, 2023, Item A-3; amended January 8, 2024, Item A- 01. Human Resources Department Section 808.4 Policies and Procedures Manual Page 21 Effective Date: This procedure effective January 8, 2024.