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
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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
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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
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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
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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
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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
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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.
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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.
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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
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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
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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
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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:
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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.
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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
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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
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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
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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
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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
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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
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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.
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Effective Date:
This procedure effective January 8, 2024.