City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

of the consequences of allowing the decline to continue. The supervisor must, however, be responsible for contacting P&C when circumstances warrant testing and disciplinary action or counseling. C. It is also the supervisor’s responsibility to protect the privacy, confidentiality, and dignity of the employee by minimizing the number of employees who learn of suspicions involving a co worker’s possible substance abuse or actions taken against that employee. D. If in doubt about an employee’s behavior or how to proceed, the supervisor should discuss the issue with department management, the P&C Employee Success Partner, or the Safety and Health Manager. E. To assist supervisors in carrying out these responsibilities, supervisors must receive training in the application of this policy and procedures for requesting drug tests and responding to the results. F. Failure of the supervisor to take action when there is reasonable cause to believe an employee is impaired while at work will result in disciplinary action being taken against the supervisor in accordance with the terms of the Policy H-1, Discipline & Expectations (page 282) . 5.9 Training The City will make all new full time and part time employees aware of its Substance Abuse Policy in Orientation. Departments are responsible for informing seasonal and roster employees of the Substance Abuse Policy. New Employee Orientation and Benefits Sign-Up sessions may provide some information on the City Substance Abuse Policy; however, it is the departments’ responsibility to educate employees on this and other policies. The policy and a list of resources will be available through the P&C Department. 5.10 Exceptional Circumstances No policy can address all the possible combinations of circumstances that will be encountered on the job. This policy provides a set of principles by which supervisors are expected to make decisions. If circumstances suggest that some decision other than those directed by this policy should be made, supervisors must contact the P&C Department prior to making a decision. 6.0 PROCEDURES 6.1 Because the specific procedures for handling “pre-placement”, “for cause” and “random” drug and alcohol testing differ slightly, each is covered in detail in a separate appendix to this policy. 6.2 If an employee is charged with a violation of a criminal drug statute, the employee must report it to the immediate supervisor within two days of the charge. Failure to do so will result in disciplinary action up to and including dismissal. 7.0 PEOPLE & CULTURE CONTACT

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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