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PASSED AS AMENDED
BILL NO. 99-92 ..�,.�
SPONSORED BY COUNCILMAN NILGES
ORDINANCE NO. 13418x:''``''
411-�.:
AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, AMENDING <"
VARIOUS SECTIONS OF THE PERSONNEL POLICY FOR THE MUNICIPAL ate
SERVICE OF JEFFERSON CITY, MISSOURI.
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BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI,
AS FOLLOWS: ,
Section 1. Article 2 Definition of Terms of the Personnel Policy Manual for ',{ 1
Y, a'
the municipal service of Jefferson City, Missouri, is hereby amended by the
Tt7'�4, {Y�1 ✓'3 �yf�i�
additions and changes as follows: y �,,,;,
✓, iF Z ' ti '''p{.)'^,
Accident. An occurrence of an unintentional or unexpected incident that ,.;�`�:•� ,.��i,:t,;;;
results in physical harm or property damage. /r"r=�� '=!`ah''•,:",
Alcohol. The intoxicating agent in beverages including alcohol,ethyl alcohol
or other low molecular weight alkaloids including methyl and isopropyl alcohol.
Alcohol use. The consumption of a beverage, mixture or preparation, r. .J
.r including any medication, containing alcohol.
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` Applicant. Any individual selected through a direct hire process who is not
currently in the City's employ and as a condition of employment must meet the �� > 3,:
's a pp licable conditions of this policy p rior to employment.
Aftniversery date. Dete of appointffient ep pramelien t pesi#ta n in the-rlflunieipat
� H fae eentinuous e Aes-appointed-te e+�seMee
x,
1
their-rne t reeen '�' ` p±¢k•Y't `}:.f•r
Anniversarydate: Date of appointment to a position with benefits in the
municipal service. Persons appointed to city service prior to November 1,1982,shall
., have their most recent merit pay raise date after November 1, 1982 serve as their 40,E
ti anniversary date. z
City premises. Any and all property, facilities, land structures, and vehicles .
owned, leased, used or under the control of the City.
Collection site A place designated by the City where employees present $ !
themselves for the purpose of providing a specimen of their urine or breath to be
analyzed for the presence of drugs or alcohol.
'! Bill 99-92
"Z`, Page 1
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bt�dssahrf�rt i�kretJ:t�.,.�`�».J�C+fus�ti�fs`;;�si •�i,Z�ir��kin�bet�r""�ftt+''bN>'e�wc6r4t�'
Driver. Any employee who is required to have a commercial drivers license
and o p erates or has control of any self propelled ortowed City vehicle used on
streets and highways to transport property or passengers if: the vehicle has a gross '
weight or gross combination weight rating of 26,001 or more pounds; or the vehicle }
Is designed to transport more than 15 persons, Including the driver; or the vehicle is
used in the transportation of hazardous materials in a quantity required by law to be 1,
1t placarded. '
. Dru j. Any non-food substance, other than alcohol or such over-the-counter
pain relievers as aspirin or cold remedies, capable of altering the mood, perception,
pain tolerance, sobriety or judgment of the person consuming it. '�
4 Illegal/Unauthorized Dry S. Any drug which is not legally obtainable,any drug 't
which is legally obtainable but has been illegally obtained and/or is not being used
for its prescribed purpose or in the prescribed manner.
�^ Legal Drug. Any prescribed drug or over-the-counter drug which has been :y^I
legally obtained and is being used for the purpose for which it was prescribed or f•
�}
`{, manufactured. �r '{ i'�ti
Medical Review Officer(MRO)A licensed physician responsible for receiving
laboratory results generated by this policy,who has knowledge of substance abuser
disorders and has appropriate medical training to interpret and evaluate positive test !
=y results together with an employee's history and any other relevant biomedical
' information.
Possession. Actual or constructive care, custody, control or immediate {rt'
access to. '
Reasonable Cause. Whenever a supervisor has reason to believe the
n' appearance and/or conduct of an employee are indicative of the use of alcohol, ;
4�<
drug(s) or both. f ' ;
V C�
Safety Sensitive Function
t•.
1. FAA Safety Sensitive Function.
A. Flight crew member duties.
B. Flight attendant duties.
'! C. Flight instruction duties.
' D. Aircraft dispatcher duties.
E. Aircraft maintenance or preventive maintenance duties. {h'
F. Ground security coordinator duties. °
G. Aviation screening duties.
} H. Air traffic control duties. 4.
2. Transit Safety Sensitive Function.
f:. A. Transit Division Director
B. Transit Operations Supervisor
,y Bill 99-92
4 Page 2
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`n,1i`�' �1, +,,�t1, .s+.'1...,t''11 r'^�4�1fE5�t�8�!t 1?��t1���t1YAP Jt£?:�!'`i�f!��tt�tT dam.�7>*U��41{a">»V`tYt',sa!1'Ft g'' Ir,az<Wx�,,!a,ssxtirr wHN,�mJf�irm,Yi�l:�ti aMr4irc3lt;ka`+>pfif+x s'4t�ks"1et1� i�P"�.1tlY.t+yrwi4a;{ C,S'Nai�view��'�•,�'
.� C. Transit Operations Assistant
D. Transit Communications Operator
rrc
E. Full-Time Bus Drivers
F. Part-Time Bus Drivers �t ` N''*
G. Central Maintenance Division Director
H. Leadman/Mechanic
1. Mechanic
J. Bus Washer/Fueler/Service
1 ,
3. CDL Safety Sensitive Function
q'
Any position whose duties include operating, maintainin , or tt
dispatching a vehicle required to be operated by a holder of a Commercial Driver's
i. License. 1. r� �t
gn
Substance Abuse Professional(SAP). A licensed physician (M.D.or D.O.)or YYK;; A, 7f,t5',
a licensed psychologist, social worker, employee assistance professional or an
addiction counselor with knowledge of and clinical experience in the diagnosis and
treatment of alcohol-related disorders. y
Under the influence: Any condition where intoxicating liquors,drugs or other
substance has affected the nervous system, brain or muscles, as to make a person �,,,. titx•t'
fr less able either mental) or physically, or(both,to erform job duties. An individual
Y p 1
:t is deemed to be"under the influence"of a drug,alcohol,or substance if a testfor the
drug, alcohol or substance results in a positive test.
Section 2. Section 3-3 of the Personnel Policy Manual for the municipal
r,
l service of Jefferson City, Missouri, is hereby amended to read as follows. �
Section 3-3. Alcohol, Drug and Controlled Substance Abuse.
•�,
Be..'- iQT{fTa—].Teen eIHDfi�� � ��L�R.�Ti.- � ��� '�"�• ,F'�1+�5!�
1fi i
n. ---�s�ekeirei i ftU IMesy Th
` abuse ff0&ye&a-.
1p� �����(a�F'��'_t'fj'vhil
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cr,n.cckTnent.'of Tr ie y y { '4• �'�arcs•��^-,�;,
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es. Eaeh ageney of the 9GT issues
one F-d—eleping
fegttiWwi13'
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of-the pfe GTRLIY A '
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9in the event of any eenfiet between ft 99 the t'N 1
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ase noble
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a pelle J and f�s a .s r."Q�1p eeRVfj 'Hegel
TTri drugs, w
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i, Bill 99-92
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, t}�•4r{fys�r j
PfegfenttL—mirlbed in S'eetiat1•6-
any speet%J1 U the Gity may ask the empleyee to submit immediately fe
Wer to make any!eel
i' J� """" n .. .•l.•sk -.Mile ..theF
t I I I r I I R I S
ieeeptaele-# }r. :r•
y pfengl G'9-@9R�tItuWs-ee"ent t -seafehes and inspeetions. Relusal4e-eensent to a seafeh `i' �;•`
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tempera- hey ast-ttfte�5r q
Fnedtea a-testst
used by th ty. These peFSOnS whe do not pass suelh test(s) she'! not be empleyed.
ig a Safety semsitive4urtetioft fit.
Ft he-deteefie�
QIliV11a! and d Ug use ' L ' may ber
s 'ekm-niust
' be based on speeifie eentempeFeneeus-7-aftieulated ^s.L
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4i11C111i1V 6111�i'GV G11�7TIIJ. .1P 1,;;y�i '�r.1��:.1+1,'��
of V4elaCkwv—�TVTT layee whe violates any
aepeet-ef this peliey, inelucHng refuse' to-submit to ed-sea't's
�eteens, OF testing eftfeq aetien as
deseribed-' . , hleh may e4ef We 1. Failupe-te-PFOvide-adegttate
6feetlfi6t a H`iG' •1 'j ` i
Ing-t te-e ieyee from providing the sample. When the-Gity A '
Flrasfeasen4a-b s-v,elating this
Respens
ilia teFy-perfidtr�iftdes�tiga#ier�: ��{fit
s
testing-pfegmm. ;
�a Section 3.3. Alcohol, Drug, and Controlled Substance Abuse Policy. i
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BIII 99-92
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44 (a) Background and Covered Employees. The alcohol, drug, and controlled
substance abuse policy applies to all City employees.
The Federal Department of Transportation (DOT) specifically requires additional
i.
prohibitions,notices,testing and training for employees Involved with the operations
j-4
of mass transit, aviation and commercial motor vehicles. Each agency of the DOT
issues regulations specific to their Industry. The City Administrator Is responsible
for developing and Implementing procedures for compliance with such regulations
and shall Issue copies of any procedures as a sub-section of this policy. In the event
of any conflict between rules and regulations, the stricter rule or regulation shall
govern.
JN�
(b) Policy Oblectives, The City has an obligation to Its employees to take
reasonable steps to ensure a drug free and safe place to work. The City also has an
obligation to the citizens of Jefferson City and the public at large to provide quality
and safe services through a policy and program prohibiting alcohol, illegal drugs,
and controlled substances in the workplace.
(c) Policy Statement. It Is the general policy of the City to prohibit the unlawful
possession, manufacture, sale, transference, use or ingestion of non-prescribed
controlled substances or the use or Ingestion of alcohol or the unauthorized
possession, sale or transference of alcohol on City premises, while operating City
vehicles and equipment, while engaged in the performance of job duties or while
otherwise representing the City in any capacity and during off-site lunch periods or
breaks when an employee is expected to return to work. Employees of the City are
41, expected to fully comply with this policy and be free from the use of illegal drugs and
to abstain from alcohol use as provided by this policy.
(d) Response to Questions about the Policy. The City Administrator has been
designated as the person responsible to answer questions about the alcohol and
drug testing program.
(e) Positive testing levels. The following initial and confirmation cutoff levels shall I i 1W,
T, be used to determine whether the specimen/sample is positive or an individual Is
under the influence of the following substance: M ",
INITIAL AND CONFIRMATION TESTING LEVELS OF
CONTROLLED SUBSTANCES
NG/ML
DRUG EMIT Test GC/MS Test
Amphetamines 1,000 500
Cocaine 300 150
Opiates 2,000 2,000
THC (Marijuana 50 15
Cannabinolds)
Phencyclidine (PCP) 25 25
ALCOHOL
B111 99-92
Page 6
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.J,M.4�1{y, Fv ri; r�;ttlr. .f'adsy 'S s {r 't rr•., st!, 5,r.a, ..t{ i x Ft �.} +.{. �'a.'.;4r•,li',:,.'.itra' .;3'ZS`vr 4;,'t, {+t} s'S }�- i
'�'�•�Zi 'fi^�"k�.S :�,.�. },! r `�y ,f' erl . ! t r. , t`, .1. ',l �' 4' r 1`fA;:s,Y r )i 'Sdd� '•r.I'd t k£'::1.5•'..,l;Y"'�d i°r.a;�S.Y+.:'i• p��t.{�, f
t. y't�� a, ....:s} ,.t. v. ,: n.lt:x,•''• cfislEtlY� r4 `r r { {r. r , i t } 1 �} aF.,+.. ,.yrr.#,ry J
' �,�' ':.ltd°klS.H�!4h�'�'x45f1b�..�nthtvi4rria+rwaruu:ainif�wd�1i{wsirtfi<a4Ftaft�,Y(Y6�4Rb'i'i1�7RiN{# ' :.v 1a .�7'�'�d ':
0.02% blood alcohol content or greater requires a confirmation test.
} 0.02 - 0.039% blood alcohol content requires removal from duty and Z ;
not returned to work for at least twenty-four 24 hours.,
{5,in l �
0.04% blood alcohol content or greater is considered a positive test �;, M`•r
and requires removal from duty until evaluation and release by a
Substance Abuse Professional.
r -r�k•.
(f) PROHIBITED CONDUCT
1. Use, possession or being under the influence of any illegal or unauthorized
drug, while on the City's premises or during working time or during a meal '
:tr,
p Y prohibited.
q� break when an employee is ex expected to return to work is strict)
2. Use, possession or ingestion of alcohol including any medication with an
alcohol component during working hours, including lunch hours or while on :;tz�}'SS�' hx, : ,
City premises when associated with working hours, Is strictly prohibited. No `s� ;
lR�iri kr
employee shall be allowed to perform a job function for the City within four
,. hours of using alcohol. An employee involved in an accident which requires
an alcohol test may not use any alcohol until after the test is completed or
'rf eight hours have elapsed. The use of alcohol containing solvent, cleaners x ;�r.14
and other chemicals for the purpose for which they were manufactured is # • . "{'
�,. excluded from this prohibition.
hs 3. It is a violation of this policy for employees to report to work,or to enter onto
s. the City remises while being in a condition impaired for work due to effects,
a % .
�:�; +�,�����,:• symptoms or side effects of alcohol, illegal or unauthorized drugs.
h m •r4t }1
is 4. Failure to submit to any drug or alcohol testing required under this policy, �r ..
f. including but not limited to failure to report in a timely manner to a collection
r` site, sign any required consent form or otherwise fully cooperate in the
collection of any breath or urinespecimen, is also strictly prohibited. If any
k employee refuses to be tested, the refusal shall be treated as a positive testyt
" and the employee shall be subject to disciplinary action. '"✓ }"'4'°°'`
. •'yM r f�• >I.
(g) Notice of Legal Drugs or Medications An employee may use and possess ai
legal drug while on the City's promises or during working time, provided the
employee uses the drug in accordance with a physician's or the package y .
` instructions, does not distribute the drug to another, reports the use of the legal
1, !i a
drug to their immediate supervisor before the beginning of the work shift, and has ;Y
presented to the supervisor a statement from the prescribing physician that the
employees use of the drug will not adversely affect the employees performance.
This includes drugs which are known or advertised as possibly affecting judgment, „ t
coordination,or any of the senses, including those which may cause drowsiness or
dizziness. Employees shall not commence or continue to work if they are uncertain
whether they can perform their duties safely. The City reserves the right to have a ;
` physician of Its choice determine whether an employee can safely perform their job ;
while using or being under the influence of any legal drug so reported. In addition,
the City reserves the right to restrict such employee's work activity or presence on j
the City premises. Whenever an employee has reported the use of a legal drug to
their immediate supervisor, that supervisor shall report this information to the ;
r,
t. Bill 99-92
Page 7
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+� �+� '.".i�.er,�t'1�`"p�4' s, u� d z , t,` t y. ! +' r ,tl � ct'l,�f.?r F� r. � '•
�, � � try i',t�t 1.f' t'�f f,� rf trt •t+ I :r 2 i ta' Eai f j r �S' ., is ,; " ` ./.:r• ,:t :: t ,y .t.t !,t ,•,.+ ::t�✓) eFi'f`rt��'C'�7s_�°tt'�.r, r ..!
r t:
'�' ir��'���.},�:3Tf'Atl l�1,''?"iC4?t1.E��?.'!1t21bZ'4�►'t�l t`.✓Y.97Nr�1f`f:Yt:fPJ�h^"6:?k'd%S�eba4ttarauwa"+.x+t�';ew++ariMrrvtl',rNx'Iw�ttrir+eardrNl item'r5�h�l�+eB"k4'�4+. 1'�i.�a*44,t�t9Srl Ri�t�+iselkittA6tArai:C+arrt�a{Y,iw;+tw5' �, ±'
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department director who will determine whether the City has sufficient information
to allow the employee to work or whether additional information about the drug's side . .
effects is necessary. ;r• �`
a (h) Notice of Conviction. Any employee who is convicted of conduct in the
N,
workplace violating a criminal drug statute shall notify the City Administrator of the }
conviction within five calendar days after the conviction. Failure to report such
convictions is a violation of this policy.
(i) Drug Awareness Pro-gram. Employees are made aware of the drug-free ,F
workplace policy and the dangers of drugs in the workplace through the display and
distribution of informational material. The information includes the effects and
consequences of drug use on personal health,safety and the work environment,and ,3
the manifestations and behavioral cues that may indicate drug use and abuse.
Supervisors receive 60 minutes of training on the physical, behavioral, speech,and '1; ;;'.
W Ar�
performance indicators of probable drug use and 60 minutes of training on alcohol '" :. .
misuse. The program also includes information about the availability of drug �yva i,
counseling and rehabilitation as provided by the Employee Assistance Program ;a
described in Section 15-6 of the Personnel Policy Manual.
{C'.
(j) City's Right to Search. When the City has reason to believe an employee is
violating any aspect of this policy, the City may ask the employee to submit
immediately at any time (including breaks and the meal period) to a search of the
person and/or to make any locker, lunch box, briefcase, purse, pockets, wallet,
:-. personal belongings, desk, vehicles, or other receptacle the employee uses or has
access to, available for inspection. Entry on City premises constitutes consent to
searches and inspections. Refusal to consent to a search or inspection when
}; requested by the City constitutes insubordination and is a violation of City policy. .'
(k) City's Right to Test. An individual shall not be hired to perform a safety `
sensitive function unless the individual passes a drug test of urine for evidence of 4 "r
marijuana,cocaine,opiates,phencyclidine(PCP),and amphetamines. All new hires rfi>,; ;
and re-hires of full-time,part-time,ortemporary/seasonal employees may be required
to take a urine or other medical test and to agree in writing to allow the results of �
(.�.t V't b� Yt.V'��•
those tests to be furnished to and used by the City. Those persons who do not pass r• i4I�I
Pwt
a such test(s) shall not be employed. t ;„ � ;
An employee who is reasonably suspected of using alcohol or a prohibited ' ' r
drug,when a supervisor who is trained in the detection of alcohol and drug use can
substantiate physical indicators of probable drug use,may be required to take a drug
•S. o �tF'ii
.xr or alcohol test(s) or both. A supervisor's reasonable suspicion must be based on
specific contemporaneous, articulated observations concerning the appearance,
behavior, speech or body odors of the driver. Testing may also be performed just
before or just after the work shift of the employee. `
:i An employee who either contributed to an accident,or cannot be completely
discounted as a contributing factor to an accident, may be required to flake a drug
test or alcohol test(s) or both.
Whenever an employee has sought self help or has been mandatorily referred
BIII 99-92 i
Page 8
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5
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11 r I y 1
7 A�11'�?4�2' Y�',4•l�aY�rltl�6�?!cG�Crf��f4c,;rdw•i!f�met+rlr'alitr,aav�wt�v..vi+etaw+ii,itn+mv,'k.,,v:iitLivswe�+Miir iiw�xExrtt+�+rn�tev �Mb�ul+Miltutilct�arttt�fiuu, TtSr+wr6sri'lii"'railfta�r,t.3� .�` a
to a drug and/or alcohol rehabilitation program and has completed the program,the ;. x
SAP
may require the employee to participate in follow-up testing. The extent and
duration of the testing shall be determined b the SAP "� ) t
.,:�.,.:. g Y . 1��7
Employees who perform safety sensitive functions are subject to drug testing
zu# rYYY,:,
on an unannounced and random basis. oa �iz A<
Discip_lina!y Action forViolation of the Policy. Any employee who violates any � t
4;
aspect of this policy, including refusal to submit to any of the above described
t; searches, inspections, or testing when requested by the City, will be subject to
?'
disciplinary action as described in Section 16.6 of the Personnel Policy Manual,
£; which may include termination. Failure to provide adequate breath or urine may {
constitute a refusal to test if a medical evaluation determines there is no medical
condition preventing the employee from providing the sample. When the City has �IS�a���+�ty,�t��t��M'
a: reason to believe the employee is violating this policy, the employee may be
suspended immediately pending investigation. _` lr`rr^ P
r
. (m) Employee Assistance. The City shall maintain a contract Employee
Assistance Program (EAP) which will provide counseling or referral for drug and
alcohol abuse. Employees may contact the EAP at Capital Region Medical Center-
} Memorial Campus by telephoning 634.8188 or supervisors may assist employees by ,"s
contacting the EAP on the employee's behalf.
Rehabilitation is the responsibility of the employee. Employees may be mandatorily �. � ,;•;:
referred to the Employee Assistance Program as a part of a disciplinary dispositions , `,�„ ,;;'','
for violation of the City drug and alcohol policies and the City shall require the
{. counseling agency to report to the City: (1) that the employee is attending the
mandated counseling; (2) that the employee is arriving on time for scheduled
appointments and is cooperating with the counselor; (3) that the employee has
t.:
completed counseling ortherapy and is released by the counseling provider;and(4) ,r. pk---
if any medical leave is required. ��
(n) Self Help. In applying this drug and alcohol policy where prior to any drug or '-''l:
alcohol testing or the occurrence of an event giving rise to a reasonable suspicion
G of current drug or alcohol use, an employee seeks help to refrain from drug or »;
alcohol use, either by inquiry to the City Employee Assistance Program or entering
a counseling or rehabilitation program, the City will assist the employee in locating
and attending a suitable program and exercise care to maintain the confidentiality of t .
the inquiry and program participation. „
{
1. No employee shall have job security jeopardized solely because of a
voluntary request for diagnosis and appropriate therapy for alcoholism or L
h. drug dependency. However,the City is concerned by those situations where
use of alcohol or other drugs affects an employee's job performance, causes ya
a potential safety problem or is detrimental to the City's business, and will
take those actions that are required for the good of the City as a whole. Self-
referral to a treatment program may not be used as a protection from
' supervisory actions taken as a result of job performance deficiencies. t
2. The City may also grant the employee an appropriate leave of absence n
t
6111 99-92
Page 9
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i F
(generally not to exceed twelve weeks) or other reasonable accommodation
so the employee can undergo a mutually agreed upon rehabilitation program.
. '
<< , To the extent permitted by law, any leave or other accommodation granted
i
pursuant to this policy absent extenuating circumstances as determined by
the City, shall be granted only once. 45',
#y 44445E
l (o)Employee drug/alcohol education. Each employee shall be given a copy of these
policies and procedures and educational materials on the effects of alcohol and drug
use. All new employees shall receive this information upon hiring. Employees
receiving this information shall sign a statement certifying they have received this .t
Information and this receipt shall be retained by the Director of Human Resources. ,z,f
Employee drug and alcohol educational materials or this policy shall have at rs,t
least the following content: f -
ttttyld�3
1. The identity of the persons designated to answer employee questions
about the City's rules and testing programs. .:
7,?� S�syrfi�
. 41M�
2. Information explaining the effects of alcohol and drugs on health,work :i=
and personal life, the symptoms of alcohol or drug problems and
available methods of intervention including confrontation, referral to
EAP and discipline.
3. Information explaining when employees are subject to drug and
' alcohol testing.
4. Explanations of employee conduct which is prohibited by these rules '
.,
t
and the circumstances under which an employee will be tested.
!.rsy
?c 5. The drug and alcohol testing locations. , '
'
6. An explanation of what constitutes a refusal to test. c;
7. An explanation of the consequences of violations of these rules. r
8. An explanation of the consequences of having an alcohol r o:trp,
concentration greater than 0.02% but less than 0.064%.
Supervisors shall receive, in addition to the general employee information, at least
60 minutes of training in alcohol misuse and at least 60 minutes of training in drug '
use. The training shall cover physical, behavioral, speech, and performance
A �IY
indicators of drug use and alcohol use and may also cover the physiologic and
psychological aspects of addiction,how to detect and document early deterioration
`} of job performance, the issues of drug testing and prevention and educational .`
strategies, Including how to Implement them.
(p) Penalties. If an employee violates any provision of drug and alcohol policy
the employee may be subject to disciplinary action up to and
or procedures, ;
Including dismissal and/or may be required as a condition of continued employment
Bill 99-92 }
). rage 10
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to attend a drug or alcohol rehabilitation program approved by the City on the
rk employee's time and at the employee's expense. 'x
(q) Types of testing: All employees shall be subject to the following drug or { >a
' alcohol tests: t
1. Pre-Employment Test. The City may test job applicants for current drug
t}, use prior to offering successful applicants employment.
2. Post-Accident Testing. Employees will be given drug and alcohol tests 4;
any time an accident involves the death of a person, the employee receives .,
a traffic citation for a moving traffic violation, or where the employee
performance contributed to the accident or cannot be discounted as ; �tu
contributing factor to the accident. Employees are to report for testing
within two hours after the accident and shall in all cases be alcohol tested k,,N
within eight hours and drug tested within 32 hours. a v;
' 3. Reasonable Suspicion Testing. Whenever a City supervisor has
�. reason to believe a subordinate is under the influence of drugs or alcohol, ttir
the supervisor may require the subordinate to undergo drug and/or alcohol
testing. The supervisor determining reasonable suspicion shall not + d
supervise or participate in testing procedures.
1.1 Reasonable suspicions shall be grounded upon observable f u
facts relating to the appearance or odor of the employee, the motor 'r
skills or speech of the employee, the physical inability of the
employee to do their job assignments, or the facts surrounding an
accident involving an employee in the performance of a job
assignment.
4. Return to Duty Testing. Before returning to duty after being
excluded because of drug or alcohol use, a employee must take and pass :, ;
drug or alcohol tests. r;t
• X�F,
5. Follow-up Testing. Whenever an employee has sought self help or ! :x
has been mandatorily referred to a drug and/or alcohol rehabilitation
program and has completed the program, the SAP may require the • ,,�.
employee to participate in follow-up testing. The extent and duration of the
testing shall be determined by the SAP.
(r) Testing Procedure. Drug and alcohol testing procedures shall conform to
those required by federal regulations governing the drug and alcohol
testing. All drug tests shall be done by a National institute on Drug Abuse
(NIDA) certified laboratory.
a
f
1. Specimen Collection. Job applicants and employees will be ?°
Instructed by the department director where and when to report for drug
and/or alcohol testing. In cases of reasonable cause, the employee will be
transported to a medical facility or the City will request a breath test at the
Police Department. The procedures for collecting urine specimens will be
Bill 99-92
Page 11
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' 6 t 4 St t Y'� !Y A 1 c"u �SS;z'�' ifagtFr''i`a S?i' t'dA'7rt"c�' .t� ti�.
i
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n1$ s,ti �Nw r '1
b 1 f. d tat� a .lfrtar s Ysi�. t t ,}iF f a+ a, `fc 1 r1 if r '�• y iii,
`y � �+t�. '} t0.tt�;1 3+. r�},'t�,F'+ihr.{ii,,•+r r � ' �S h r�'Lrt ti i,t �.}ffi+,. , ?t t{�"+�'t'�h�}t'l t�'. S �ii" - t :; � }
t, •� 7i;t:Y�.:ti-1-���i2���y�}�� .r.G<'�'F t;.St�rl t'N.,+..�L1,�,?tY r��” �4}.,tF.{'�.+�i.`�;7 '�+In}��'�`�' t it�,'rj�Sl 'j,i? ''�'tp � �:�" .L 7{„ `.t 5 F
` designed to ensure the integrity and identity of the urine specimen that is
produced. The procedure will also allow for individual privacy unless, in
'$ _ .
r.xk , the determination of the City,the collector, or the MRO there is reason to
believe that an employee may alter or substitute the specimen. Breath
alcohol testing will follow Federal procedures to ensure accuracy, .{
, < reliability and confidentiality.
If testing under this policy is ever required of an employee who is In need
of medical attention, necessary medical attention will not be delayed in
order to collect the test specimen. However, such an employee shall
u, promptly, upon request from the City, provide the necessary authorization `
for obtaining hospital reports and records and any other information at the
time the need for medical attention or testing arose. ,
2, Drug Testing. Drug testing will be performed on urine samples, The ,;rl
' initial test will be done by the enzyme mediated immunochemical assay '
ta.
r :
method. All specimens identified as a positive test on the initial test will be ,w=
confirmed using gas chromatography/mass spectrometry (GC/MS) ,
1`;?s �i
techniques. A specimen will be treated as negative if the result of the initial ,
test or the confirmatory test is negative.
(1,1) All urine samples will be split samples so if the original
specimen test is positive the employee may request the retained �h
^ sample be tested. This request must be received by the MRO In Y
{
writing within 72 hours of employee's notice of a positive result. ;
The split sample will be tested at a different certified laboratory at
?' the employee's expense. The City will ensure the test occurs. If the
split sample tests negative, the test will be determined to be ,
IT negative.
(2.1) Job applicants do not have the right to split samples. ,
' 3. Alcohol Testing. Alcohol use will be tested by using Evidentialti
I�'x5 r`qr,
�. Breath Testing Devices (EBT). Breath Alcohol testing requires the
f individual to provide a breath sample. Should the initial breath sample
have a result of 0.02% blood alcohol content or greater, a confirmation test
will be conducted within one (1) hour. ff
4. Refusal to Test. If an employee refused to be tested or alters or
attempts to alter the test sample such actions shall be treated as a positiveq
test in addition to being a violation of this policy.
5. Supervisor Responsibilities.
(1.1) Supervisors must produce employees for post accident drug 5'
and alcohol testing within two hours of the accident or explain in i
writing why the employee was not produced. The employee must
' remain readily available for alcohol testing after 8 hours or drug
testing after 32 hours have passed or may be deemed to have
refused to submit to testing after 8 hours have passed, the
811199.92
Page 12
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t '�a .�•.. "tk itkti s �jt_ ,tt�j'�.f.>,f{,,r�11,tf�. S9sr.tsrt tl ar,tt: ;tt t.:r.,tr, .:y,,�, y.�.t}k„ tl.l•,iru*.f ,�' t .�.Flji�;,�,y�,.k;,�,t�,jj>�"t o-yy.,f� i€f�. S� �'ti1S t
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lT�
Supervisor shall cease attempts to administer the test and record
why the test was not administered.
(2.1) Whenever drug or alcohol tests are required under these
rules, supervisors must produce the employee for these tests, and
when current impairment is reasonably suspected, the supervisor ut
shall not allow the employee to perform any Safety Sensitive
function.
Y7
(3.1) Whenever drug or alcohol tests are required by these rules
and the employee is not tested within eight hours of notice of the
need to test, the supervisor shall explain in writing why the test or
tests were not performed.
(s) Test Results , �
1. Drug Tests. The MRO will review drug test results with the
employee before they are reported to the City. The MRO will report to the
City whether an employee's drug test was positive or negative. If positive,
the substances for which the test was positive will be identified. The MROt
I may advise the City of a positive test result without having communicated "a ;
with the tested employee about the test results if the employee expressly
declines the opportunity to discuss the results of the test, or the employee .
cannot be reached after reasonable effort by the MRO. ;
'•,t��7"F", i,t
If the MRO determines there is a legitimate medical explanation for the
positive test result, the MRO will report the test result to the City as
negative. r'
2 Alcohol Tests. If an alcohol breath test results in a reading of 0.02 - ` ''
0.039% blood alcohol content, the individual shall not return to duty but +
shall be taken off duty and not returned to work for at least twenty-four(24)
hours. If an alcohol breath test results in a reading of 0.04% blood alcohol
content or greater, in addition to the above the employee must meet with a "
substance abuse professional. The SAP will determine when the employee
may return to work.
3. Confidentiality. The results of any positive test shall be kept
confidential from the general City work force and public. The results may
be known to the City supervisors and directors as necessary, the test s ,<
facility, he MRO, the SAP and the employee. The Ci may use the results
�vs ri y
to determine the appropriate response to employee drug or alcohol use
and to support its disciplinary actions or in defense of the City. t,r
The MRO, SAP, and the City shall not release the individual test result of
any employee to any unauthorized party without first obtaining written
authorization from the tested individual.
(t) Actions Taken In Response To Test Results
An employee who refused to be tested will be treated as having had
f 1, > ,
r
i
Bill 99-92 a
j Page 13
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�#. J,� ?rt-s.'4?f.fir,µe '(; 5 � t. ay4,�,���j 1���y�{,t�;..'9r.•.�; ,,.,.yi rra 5.. ;t:�, 4- tit J4tYYi l `ti 'u{”.Sttp„�,�?Y'�l�fip'.•.�.^`ytf��kf���,�y� a��' ,1�yi�r �$ !J
7 a positive test. Failure to report to a collection site on a timely basis, sign
ffi�;i.3t any required consent form or otherwise fail to fully cooperate with the
Adtesting procedure shall be treated as a refusal to be tested. Employees
refusing to be tested shall be subject to disciplinary action up to and
`t including dismissal.
;.' 2. An employee whose drug test result is reported to the City as
x# positive shall be removed from duty and immediately referred to a s
y substance abuse professional for evaluation and may be subject to r a
disciplinary action up to and including dismissal. All hours not worked
shall be recorded as suspension without pay. }¢
3. An employee whose breath test results in a reading of 0.02 -0.039%
blood alcohol content shall be removed from duty and not returned to work
' for at least twenty-four(24) hours, and all hours not worked shall be y:-t
'. recorded as suspension without pay. An employee who has a continuing
' pattern of breath test results between 0.02 -0.039% alcohol content shall
be referred to a SAP for evaluation and may be subject to disciplinary
y,
actions up to and including dismissal. '
g of 0.04/°di
i
lt
t ee whose breath t
lo
An employee pyes results n a reading blood alcohol qty
4 °
sz content or greater shall be removed from duty and not returned to work for
-�' at least twenty-four(24) hours, and all hours not worked shall be recorded
as suspension without pay. Additionally, the employee shall be referred to
a a substance abuse professional for evaluation and determination when the
to
em
MEN'
employee e may return to work. In addition, the employee may be subject to
ai}ra+
disciplinary action up to and including dismissal. ,1
5. Failure to immediately begin an approved rehabilitation program, failure to
successfully complete the program, or failure to participate in required or
.f recommended after-care may result in disciplinary action u to and r '
Y p Y p
including dismissal.
6. An employee who tests positive for illegal drug or alcohol use cannot � . `�
return to work until the employee meets all of the following conditions:
�+ (1) Successfully completes a City approved rehabilitation program as
recommended by the SAP. ;
rIH.
(2) No further use of a controlled substances as indicated by a negative
drug or alcohol test result at the time of release.
(3) Obtains a full, written release and recommendation to return to duty
,x
from the SAP.
t
(4) Continues to participate in any program of after-care required by the
SAP. _-
(5) Agrees to be subject to post-rehabilitation unannounced follow-up
testing as determined by the SAP after consultation with the City, for 24
Bill 99-92
Page 14
L :
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# ;i
}
f
tizl
months after reinstatement.
(u) TESTING LOCATIONS 1
Drug and alcohol tests shall be performed at locations established by i
contracts. The following locations and times reflect the current contracts:
Facility/Location Hours Test Type
St. Marys Health Care West Mon-Th Drugs & alcohol
3525 Country Club Drive 7 a.m.-8 p.m.
634-4133 Frir
8 a.m.-7 p.m. "
iy:...
Sat/Sunday
9 a.m.-5 p.m.
Urgent Care Mon-Frig
3525 Country Club Drive 7 a.m.-8 a.m., Drugs & alcohol ';
761-6900 5 p.m.-9 P.M.
Sat-Sun
7 a.m.-7 p.m. i
4
St. Marys Health Center Any time Drugs & alcohol t
Emergency Room two abovefx
100 St. Marys Medical Plaza locations are closed x '
n 761-7011 "fit
Jefferson City Police Dept. When directed Alcohol only vr
401 Monroe Street by supervisor ZZ';
(v) Who to contact. For questions concerning the Alcohol, Drug and Controlled
Substance Abuse policy, the City's rules, and testing programs, employees may
contact the Director of Human Resources at 634-6310. For professional
assistance regarding drug and/or alcohol dependency or abuse, employees may X`
contact the Employee Assistance Program counselor at 634-8188.
Section 3.3A Addition to the Alcohol, Drug and Controlled Substance Abuse. .
Policy for positions requiring safety-sensitive functions.
C
ter .
(a) Types of tests k
1. Pre-Employment Test. The City will test job applicants for current #t
drug use prior to offering successful applicants employment.
2. Random Testing. Employees must participate in random drug and
alcohol test pools. The random test rate of the alcohol pool shall be `
at least 25% of the employees annually and for the drug pool shall
be at least 50% of the employees annually, unless changed for any
covered group by the federal agency with jurisdiction.
(b) Actions Taken In Response To Test Results
8111 99-92
Page 15 w
th
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Y�. £ixr 5 h t fl•t(4f. Lt[`�,�:`�'yZ;(,A4i� 'it l.: .tf S.. I tt.r 1S 3 tit I..:1 � i �i� Ari Ylrl•l„}�;��A +jrl Lki� Y��t r:Igiiti•'(�,( .j�`' t•
' 'y " � ),'�,�tr b �? t�h,.3 { 1t 3tF�X�.. f.•A ftt,,�4:,7:: � t. ..1Y {mss tl ' t"tY .u .'4dY�L' l��ti S!-1i YJ'Ff r.,tta�rytl4 f� 171�7.,�rk�''jlY " 7 .
FFj� .�'�,.X`,t , r fb., .,. � "' .. ..Z t . f �! `.. ,f I.t.,F. Ub44. •a r f:!'s t. tt S n, „}x tly �'S.A SF 1 t •I i t ,h
i11������0�� �1"!$� �f;UL'SY•SAY.'?�i';�•��Htalti4�lb�t�+fi"��4f�;S!��� tALW� l9�dY3' kt�'tW� `G' .d
� Y 4
1. An employee who refused to be tested will be treated as having had
„�.. a positive test. Failure to report to a collection site on a timely , ; +
” an re basis, sign consent form or otherwise fail to full `'
g Y required q y
c : cooperate with the testing procedure shall be treated as a refusal to
be tested. Employees refusing to be tested shall be subject toz',.
disciplinary action up to and including dismissal. The City will
report to the FAA, within five (5) days, any refusal for testing for any ` "en• .
employees covered by the FAA testing requirements. `
(c) Permanent Disqualification From Service r
There are two circumstances under which employees who engage In
prohibited use of drugs are absolutely barred from performance of the
same duties perform
before the determination of such prohibited use. r
p p
(1) Two Verified Positive Drug Tests
If an employee is determined to have two verified positive drug tests, then 'l
th e employee is permanently p recluded from performing the safety-
sensitive
x
function the employee performed before the second drug test. :^ `
The bar on two-time violators applies to both persons who have gone
through rehabilitation and to those, who, after evaluation, were determined ry
not to need treatment.
On Duty Use of a Prohibited Drug
If an employee is determined to have used a prohibited drug while
performing a safety-sensitive function, then the employee is permanently
precluded from performing that safety-sensitive function for an employer. . ;
Section 3. Section 4-9 a Residence Requirements of the Personnel x '
r
Policy Manual for the municipal service of Jefferson City, Missouri, is hereby
amended to read as follows:
(a) All applicants for full-time employment in the municipal service must have a
,f principal place of domicile located within fifteen (15) miles of the corporate boundaries of
the City of Jefferson, provided that all full-time employees shall be required to have a
principal place of domicile located so that they may report within thirty(30) minutes to
their customary reporting station, or employees must obtain such within six (6) months
following appointment to municipal service.
3 Section 4. Section 7-5 (b) & (c) Effect of Classification Changes on .
Incumbent of the Personnel Policy Manual for the municipal service of Jefferson t
City, Missouri, are hereby amended to read as follows:
41'
fry.
Section 7-5. Effect of classification changes on incumbent
I
(a) Whenever the title of a class is changed without a change in duties and
responsibilities, the incumbent shall have the same pay in the retitled class as he had in
the former class"
,J
Bill 99-92
} Page 16
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C
t.�t
(f�--Wh n--a-pesitie r-maximtiin salary Fate, t
Dll' e14"dminiStFateF May PFOvide the ineumbent e pesitien the same-status in the new
} ay'agge-e&-he 4lad4n4he 'H-he4eRewing-eand ieri9•efe-met-..'
(b) When a position Is reclassified to a class with a higher maximum salary
i` rate because of the accretion of new duties and responsibilities over a period of
4 time immediately preceding the effective date of said reclassification, and such
accretion of duties has taken place during the Incumbency of the present s
Incumbent In said position, the incumbent shall have the same pay In the new
occupying class as he had in the former class. The employee s,
pY g a p osition which
has been reclassified shall continue In the position only if he possesses the +'
{� qualifications or training and experience required for such classification. #r ,
(4-}--T-ire-Feasen fer-the-reelessifte>atiert ef the position the seerelkokil r
;. ef new delies emd respemsibil:
mere-itl media p
reelessifiesteen. �: 4
t ��lfAS
t e9itier ; �I
The d .t,1
-n is based eauld not reasenably have been assi
ree+a
^; to amy a position. , !
(4) The employee lu-, has be M TfIL'C!
yls, shell eamtenue in the pesitten enly if he p&se s:ems :ice
qualifreatiewi ear tttt:r
Z' elass6fiea-fien.
.�•, sip„�,,I
i” An employee whose position is reclassified b virtue of a gradual change in the
�Ga P Y 9 9
duties and responsibilities, and not because of assignment to another osition, shall be
p 9 P •�. ,. ;,;�,
MI. fi u t' '
eligible to qualify for the position under the new classification by successfully passing a
' non-competitive qualifying examination when such position normally requires
competitive examination. If the employee fails the examination for the higher
r classification within the thirty(30) day period, this fact will render him ineligible to p
continue in the position.
(e) When-a f s♦ i
, A'
fA,
eF new _n
111111111/fleatiens, ,.
nium ef ihe new salary Fange er higheF IM the raicige gemefflily With 0 te 1fi18f{'&8e ei
(c)When a position is reclassified to a class with a higher maximum salary
rate and the reclassification is due to immediate reorganization, redistribution of
r'
work responsibilities or new duties and responsibilities, and the incumbent
possesses the minimum qualifications, the city administrator may approve an
811199-92
Page 17 t
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r Et n#�1��pp1�1:3�,rc:�Tt.d,r.r>;�hrF. < i., :1 �i r 7. .r..r; 1 •1,' t.. r .i J.c �:t:t�t:.:5 ''.ni 4`.'yJr pv.,,.f;J,i{ Ws�'�.y'r� F�!��,�•rt t�,'s.
f. •Jr rYF� {7�';\"f�?.`.(„-,+T rf�'•,i>, .f .kf. s :�d i r' + r� ! r. s 1 '�d ` 2}�x .{t l t5. jtl. F^')�iF:Cl��t.�F.wi>'T+' :2��';'i:'K#.�q7 ',� �
.�; " � w .w �. �' :., t r,;. .7 �., y �,.. 1 "i ;tvl ' tdt r•'°`S'11' � k'��
�k �i'�tEf.�ifi' p?�,fl'la?rkttl �L�an�r�a:z�l�er�t;�trxnl t�, t1,a>;rzaak+uik�n��n+rn�;��srxyitr�es:+�ri,�#'�,wfa!ura�tnnn�'mi'�fa�����'altCtiiiinYe& 4'+r.�l,�>K
increase of 5-10% for all reclasses to an exempt position and 4-7% increase for
reclasses to a non-exempt position as long as the new salary rate is within the
t it new pay range.
!• d Whenever a position is reclassified to a higher class and the incumbent
does not possess the minimum qualifications of the position, the incumbent shall not
continue in the position. In any case in which an incumbent is ineligible to continue in
the position and is not assigned to another position, the layoff provisions of these rules
shall apply.
(e) All personnel actions and changes required by the reclassification of a a.
position shall be completed within a period of thirty (30) calendar days following the date �a,
of such reclassification notice to the appropriate department director.
Section 5. Section 8-11 (b) & (e) Pay Rate Adjustments Promotion of a) ' r
the Personnel Policy p d Manual for the municipal service of Jefferson City, Missouri, �t,,
are hereby amended to read as follows:
EEftm:�t�. When an i9yee4s-pFO -I I vn9-a�3es i s
�_/},�--.4 it�efeaseel-at-tee�syt��'}t(�e!-�tmt��epL--fe��i+� p�py�p
and •„E^ ,'” '.•_ pay ' e I�rl Gll'ywith a tet4
ineFesse ef4%-,bttHn-no ease
;rt (, (ib) Promotion. When an employee is promoted from a position in one class
y ' to a position in another class having a higher maximum salary, the city
administrator may approve a salary increase of 5-10% for all promotions to an
exempt position and 4-7% for all promotions to a non-exempt position as long as
the new salary rate is within the new pay range.
(e) Reclassification. When a position is reclassified to a class having a lower
maximum salary rate than an employee's current position, and this action is for the
benefit of the city d the individual, and is not a demotion, the employee shall retain the
�'
same rate of pay in the new position as he had in the previous position. This action shall
not affect the employment anniversary date for merit salary advancement purposes. '. .
When a position is reclassified to a class having a higher maximum salary rate7 'b ;
than an employee's current position and the reclassification meets the conditions listed
in Section 7-5(b),
safne he incumbent shall have the same pay in
the new class as he had in the former class. µ'
N TE`i;,i t�t
When a position is reclassified to a class having a higher maximum salary
rate than an employee's current position and the reclassification is due to immediate
changes as listed in Section 7-5(c), 4;
{r :.
t
eta'-ineFeese-ef-'4," the city administrator may approve an
Increase of 5-10%for all reclasses to an exempt position and 4-7% increase for
j reclasses to a non-exempt position as long as the new salary rate is within the ;
new pay range.
Bill 99-92
f
Page 18
i
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S_qct!oL 6. Section 12-1 (c) Vacation Leave, Amount of the Personnel
.+Sn e, . AhLSr.i•., .z
Policy Manual for the municipal service of Jefferson City, Missouri, is hereby 1 t
b�S'f�I��*
4 amended to read as follows:
j (c) Introductory employees accrue vacation from the first month of
employment; however introductory employees Dave-t pen sueeessfud, eernplet.,en-ef � ;J
tfit d-d-819% are not eligible to receive this benefit until uf4ese they have
completed #e-irttredttete�ted'six months of continuous employment.
Section 7. Section 12-5 Police and fire department vacations of the 4' :, y 1,pc+ r
Personnel Policy Manual for the municipal service of Jefferson City, Missouri, is
hereby deleted.
•t,^ iga11-I3,e�lee-use..'aeefue4
Hit tietei�-perteda
Section 8. Section 13-2 Sick Leave, When Taken of the Personnel
Policy Manual for the municipal service of Jefferson City, Missouri, is hereby k.fyW '
amended to read as follows:
Section 13-2. When taken.
i ; r Qtln'Ni
<< Sick leave with pay will be granted for absence from duty because of actual
J
personal illness, non-compensable bodily injury or disease, exposure to a contagious
disease, or to keep a doctor or dentist a pp ointment. Employees may use up to nine
ft days each year for illness in the employees immediate family whose principal residence ,;.•z
is in the employee's household and parents even if not residing with the employee,
provided no one else is available to care for the individual involved. Exceptions to this
#�
provision may be ranted b the department director with the approval of the city ,
p Y 9 Y p
administrator if the employee has no accumulated comp time or vacation time.
'; Sick leave shall not be granted in cases where regular retirement, disability ':, vs '.
retirement or long-term disability insurance has been approved. f
X
TTTC 1-giH'Tiiadc M e
r
1
K�iii�-A�1.. ,..,µms,,.the J ,•"V a .7u
-ell empleyment. Full tim
'" 4........t;a,� ,,,racj;c,l�a.(,, a.. ..1. IY."7 ..r ifY t.TT[CfZT'7 �i���'
'., T7GflGTTi.TC1f v rrar`�j�wf1�4
p.t.f `.
.
lz P1r{
k Sick leave accrues from the first month of employment and may be used as
u, it is accrued. Full-time and part-time employees with benefits are eligible to r
receive sick leave pay. Introductory employees may be excused from work as
- absent without pay under the conditions and terms of this section if they do not
` �, , have enough accrued sick leave.
> Bill 99.92
Page 19
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When an employee finds it necessary to be absent for any of the reasons
specified herein, he shall report this fact to his immediate supervisor. Departments may
<`<".r. `=`', is°►:,.h;":: -related purposes. Sick leave may not be re
require specific time frames for notice far work
try t;
granted unless reported to the appropriate supervisor during the specified time frame. ` �
I An employee must keep his department director informed of his condition if the
`r l absence is of more than three days duration. The department director may require the
t� employee to submit for any absence the treating physician's written notice of medical
reason for the absence from work. Failure to comply with the provisions of this section
shall result in denial of sick leave. Abuse of sick leave shall be cause for dismissal. �-
!y'` No refund of vacation time shall be allowed for illness incurred while on vacation
rr leave"
Any authorized absence due to injury or illness covered by Workers'
Compensation insurance shall not be
charged against an employee's accrued sick
g g
x,
leave. :
If a part-time employee transfers to full-time status, the employee may use any t } f
XT:
sick leave he accumulated as a part-time employees
S
There shall be no compensation made for sick leave accrued when an employee
`N leaves the employment of the City except as provided for in Section 13-4 of this manual.
There shall be no use of or compensation for sick leave when an employee is W��'~Y
= transferred from full-time status to part-time without benefits status.
f r} Section 9. Section 14-7 Family and Medical Leave of the Personnel :. '
Policy Manual for the municipal service of Jefferson City, Missouri, is hereby ' '
V amended to read as follows:
Section 14-7. Family and medical leave
Employees who have worked at least 1,250 hours in the twelve (12) months prior
to a family or medical leave request shall be granted up to twelve 12 weeks of unpaid
leave during any twelve (12) month period for a child's birth, adoption or foster care
.fFl .Z.Ct y.t n
arrival. Leaves may also be taken to care for a spouse, parent or child with a serious ;_ . Ad
health condition or for an employee's own serious health condition which prevents the
employee from performing the functions of his or her position. A serious health condition ,
s,v is any illness, injury, impairment or physical or mental condition that involves inpatient
care in a hospital, hospice or residential medical care facility or continuing treatment by
a health care provider.
z Employees on approved family or medical leave are allowed: 1)to continue ,
lift group health and disability insurance during the leave on the same conditions as would
li have been provided if the employee had been continuously employed; and 2) to return
r. to their prior job or an equivalent one in terms of salary, accrued benefits and other job
R+ conditions. fi�
l fy> t
t Employees must attempt to schedule family and medical leave so as not to
I� disrupt City operations. If leave is for the birth or placement of a child or for planned
medical treatment the employee must give notice at least 30 days in advance, or as
Bill 99.92
Page 20
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soon as practical.
If leave is requested for a serious health condition, the employee must provide a
certification from a health care provider stating the medical facts regarding the condition,
including its date of onset and probable duration. �,,,Y.
If leave is requested to care for family members, a certification may be required a .
4 ' to state that the employee is unable to perform the functions of the job, that his leave will
assist in a family member's recovery, or that there is medical need for a reduced
schedule.
Employees t shall be required to substitute accrued vacation leave or sick u.�1
'V
leave for any part of the 12-week period to which he is entitled under the family and
medical leave provisions.
Employees returning from medical leave shall provide a certification from a
C. , health care provider that they are able to resume work.
Section 10. Section 19-7, Use of personal vehicle for official business of
the Personnel Policy Manual for the municipal service of Jefferson City, Missouri,
is hereby amended to read as follows: "
I!4 ' Section 19-7. Use of personal vehicle for official business.
Employees required to use their personal vehicle for official city business shall be W! -,
compensated at the rate set out in Section 19-9. All reimbursement shall be based Fr;
on departure and return from City Hall. All departments are encouraged to promote
the use of city vehicles whenever possible in lieu of use of personal vehicles for City • ; ;
travel purposes.
Section 91. This ordinance shall be in full force and effect from and after roc .• • -'��'..,°�,
f the date of its passage and approval.
Date Passed: Date Approved: Z-7 jo
residing Officer Mayor { '
•,
t i, •
ATTEST: APPROVED AS TO FORM: ,
City Clerk City nselor ;
9 /
BIII 99-92
' Page 21
is
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>'10
MOTION TO AMEND
t 1 move to amend Bill No. 99-92 as follows:
445 u
1. Sec. 1. The words "streets and" will be added to the policy.
' Qriver. Any employee who is required to have a commercial drivers license andrRlt
_� operates or has control of any self propelled or towed City vehicle used on public
highways to transport property or passengers if: the vehicle has a gross '`
< , PN
weight or gross combination weight rating of 26,001 or more pounds; or the vehicle
�= is designed to transport more than 15 persons, including the driver;or the vehicle is
used in the transportation of hazardous materials in a quantity required by law to bea.( .
placarded. u}>
2. Sec.l "Constructive" care means having the power and the intention at a given time to
exercise dominion or control. 'a '
r v .4,
�y�"
3. Sec.3-3 (i) The level of opiate limits for GC/MS testing will be changed from .150 to
11 Al g g r' �.tr rj
2,000.
INITIAL AND CONFIRMATION TESTING LEVELS OF ,f
CONTROLLED SUBSTANCES f ,
DRUG EMIT Test GC/MS Test r
Amphetamines 1,000 500
>Y Cocaine 300 150 ,• ''.: ,$':
Opiates
2,000 4-58
fK> THC (Marijuana 50 15
Cannabinoids)
Phencyclidine (PCP) 25 25
,tt1 ,
ALCOHOL .,
y 0.02 blood alcohol content or greater requires a confirmation test.
/o
0.02 - 0.039% blood alcohol content requires removal from duty and not '^`'"
}t
returned to work for at least twenty-four 214 hours. E,'';:
y: 4. Sec.3-3 (q) The language referring to receipt of a citation will be added. The
' window for drug testing will be enlarged from eight (8) hours to thirty-two =?;,.P•
(32) hours. ..r;
l 2. Post-Accident Testing. Employees will be given drug and alcohol tests an
time an accident involves the death of a person ;gj,g:'
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r{t �' � � � C Se{, ,r•a��ti{:.M•.. }c' .; 15 4 t {:' t A Cr, a3f �'� 1;7&:S, P'7'?1.�:.. ':�
{�a ,x s', ,���3�F��"!��a k:�N° �•�g',�SYA'.�`?�s'�}7;�o":r�.��'�+'�i�`ltf!*.�,,'��4J�tX�r�+?���, ',,�,'t4�1�,�r',ir �����i��k�'�CR�' ��, z •
M17
`ti < s�.,4..-- ,fix• ..y.•.••, .w' •r *J!
r; rfffj;tto ° cilrp"a,:.mioli tF +�;y,vLa3/ `flirt or where the employee ?-`+
performance contributed to the accident or cannot be discounted asp
contributing factor to the accident. Employees are to report for testing within 7
two hours after the accident and shall in all cases be tested with!nel-ght-hattre
c�*A.
± 5. Sec.3-3 (r) 2 The word "mediated" has been added. '
2. Drug Testing. Drug testing will be performed on urine samples. The ,��
initial test will be done by the enzyme immunochemical assay k "
c method. All specimens identified as a positive test on the initial test will be
confirmed using gas chromatography/mass spectrometry (GC/MS)
•:� techniques. A specimen will be treated as negative if the result of the initial r.�, .,0"�,,;•,,
test or the confirmatory test is negative.
6. Sec.3-3 (r) 2 (1.1) A sentence has been added as follows, "the City will
u' ensure the test occurs." '`,';•`t;
EST!•^' Ryt. ,r.r�'i NK
(1.1) All urine samples will be split samples so if the original specimen test 'yacxp,,t
{J, is positive the employee may request the retained sample be tested. This
request must be received by the PRO in writing within 72 hours of employee's
notice of a positive result. The split sample will be tested at a different
to ee's expense.tTcertified laboratory at the em hgfflt yj:€�i�lB�
If the split sample tests negative, the test will be determined to be
negative. �'tw
,rr
1% 7. Sec.3-3A(2) The random test rate of the alcohol pool shall be at least 25%
of the employees annually and for the drug pool shall be at least 50%of the .. ;
employees annually, unless changed for any covered group by the federal
agency with jurisdiction.
;
t,t
2. Random Testing. Employees must participate in random drug and
alcohol test pools. The random test rate of the alcohol pool shall be at least .
25% of the employees annual! and for the drug pool shall be at least 50% of
M
the employees annually,'.unles�ang ..4.� >.,; �� r 'y WEI-11
„Y,�:�
1,4 Rick Nilges ' _ '
4°i Ward Councilman
r r�
FI:\Secrelary\Ordinances\Ordinances 2000\Drug&Alcohol Policy Motion to Amend 1-18.00.wpd '
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