City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

of a job change will be subject to disciplinary action up to and including dismissal. 5.4 “For Cause” Drug and Alcohol Testing “For Cause” drug and alcohol testing will be conducted in response to any of the following: A. A reasonable suspicion on the part of a supervisor that job performance could be impaired by

the use of drugs or alcohol. See Appendix, Signs of Possible Substance Abuse. B. Any time an employee is involved in a serious violation of safety rules.

Table of Contents A B C D E F H I J K L List of Appendices G In addition to the City’s alcohol and drug policies, there are additional requirements specifically for CDL operators and those in safety sensitive positions as mandated by the United States Department of Transportation motor carrier regulations including the Federal Highway Administration 49 CFR Part 382. C. Any time an employee is involved in a physical altercation on the job (outside of the scope of official duties) unless it was obviously an unprovoked assault on the employee and the employee was defending against the assault. 5.5 Post-Accident Drug Testing A. Any time an employee is involved in an accident (vehicle or equipment) while on City business which is not readily explainable by circumstances, the employee will be subject to post accident drug and alcohol testing. B. CDL/safety sensitive employees must be tested within two hours after any accident when: (1) there is a fatality involved; or (2) the driver receives a traffic citation and there is bodily injury with immediate medical treatment away from the scene; or (3) the driver receives a traffic citation and disabling damage to any motor vehicle requires tow away. 5.6 Random Drug Testing A. CDL operators and those in safety sensitive positions (as required under Federal Highway Administration 49 CFR Part 382), sworn Police Officers, sworn Firefighters ,911 Emergency Communications Specialists, gas pipeline workers and Pool Lifeguards are subject to Random Drug Testing. B. Refusal by an employee to take a Random Drug or Alcohol Test will result in a report to the Department of Motor Vehicles (DMV) where required by law, and disciplinary action up to and including dismissal. The employee will not be allowed to resign after refusing a drug test nor will the employee be allowed to self-refer to an Employee Assistance Program to avoid dismissal; the official designation of the termination will be “disciplinary discharge.” The employee will be allowed to enter an explanation for refusal into the employee’s personnel file. 5.7 Commercial Drivers License (CDL) Requirements

H - Employee Success Partnership

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