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296 H - Employee Relations
City of Greensboro Personnel Policy Manuał
4.6 Impairment - Employees who have a blood alcohol level of .04 or more. For Commercial
Driver’s License (CDL) and safety sensitive employees the action level where employees
must be removed from driving and safety sensitive tasks is .02. Impairment also includes
employees who have prescription drug levels above those prescribed by a physician or any
level of prescription drugs not prescribed to the employee. Impairment may also be indicated
by behaviors, some of which are included in Section 4.8 below and in Appendix, Signs of
Possible Substance Abuse. An employee will be considered impaired by drugs, once the results
of a positive drug test report from a certified lab are confirmed by the medical review officer
(MRO).
4.7 Safety Sensitive - Safety sensitive function (as defined under Federal Highway
Administration 49 CFR Part 382) means CDL Operators and any of the following duties:
maintaining (including ongoing repairs, overhaul, and rebuilding) a service vehicle or
equipment used in City service.
4.8 Unacceptable Behaviors - Examples of substance abuse related behaviors which will not
be tolerated by the City include, but are not limited to:
A. Reporting to work impaired.
B. The illegal use, sale, manufacture, possession, or distribution of drugs.
C. The illegal use, sale, possession, or distribution of alcohol while at work.
D. The inappropriate use of prescription or over-the-counter drugs or to the extent that it
impairs the employee’s ability to perform his job, unless such use has been cleared by City
authorities.
E. Use of prescription drugs not prescribed to the employee taking the drug.
F. Commission of a crime involving the use, possession, sale, manufacture, or distribution
of any controlled substance.
G. Failure to report to the supervisor within two days of the charge of a violation of a
criminal drug statute.
4.9 Applicants - For the purposes of this policy, applicants will refer to those who have been
given a conditional offer of employment.
4.10 Employee Assistance Program (EAP) - A program of assessment of personal problems
and referral to medical or community resources for assistance and/or treatment.
4.11 City Substance Abuse Program (CSAP) - A process in the employee assistance
program (EAP) where approved City employees may continue employment while under the
direction of City medical services and an approved substance abuse counselor.