City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

A. CDL drivers and those in safety sensitive positions may not consume alcohol: 1. Within four hours before performing a safety sensitive function 2. While performing a safety-sensitive function 3. After a fatal accident until the employee has been tested or after eight hours has elapsed, whichever occurs first. 4. After a non-fatal accident until the employee has been tested or after eight hours has elapsed unless the employee’s involvement can be completely discounted as a contributing factor to the accident. B. Covered employees may not possess alcohol in any form while on the job. This includes prescription or non-prescription medications containing alcohol. C. If a CDL/safety sensitive employee has a breath alcohol concentration level of .02 or greater, the employee must be removed from all tasks that put the employee, the public or co-workers at risk for at least 24 hours, be instructed on educational and treatment programs available, and be evaluated by a substance abuse professional to determine whether the employee has an alcohol problem. D. CDL operators and those in safety sensitive positions who test positive for alcohol at .02 or higher while on duty are subject to disciplinary action up to and including dismissal. E. Following a positive test for alcohol, CDL employees and those in safety sensitive positions who are not discharged must be tested before being allowed to return to work. Covered employees permitted to continue in their positions after a positive alcohol test or a self referral to a Substance Abuse Program must have at least six unannounced tests during the course of the next 12 months of employment and may be subject to unannounced testing for up to 60 months as determined by Medical Services. F. Reporting of Violations - CDL operators and those in safety sensitive positions testing positive for drugs and alcohol or who refuse to be tested must be reported to the Department of Motor Vehicles (DMV) as required by law. City Medical Services will submit all positive test results for covered employees to the DMV. 5.8 Supervisory Responsibilities A. It is the supervisor’s obligation to employees under direct supervision to ensure that the work environment is safe and free from the implicit danger of working while impaired or working with or around other employees who are impaired. B. Whenever an employee’s performance or behavior first begins to decline, the supervisor needs to advise the employee of the availability of the Employee Assistance Program and

Table of Contents A B C D E F H I J K L List of Appendices G

H - Employee Success Partnership

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