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297 H - Employee Relations
City of Greensboro Personnel Policy Manuał
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4.12 Pre-Placement - For the purpose of this policy, pre-placement includes pre-
employment, promotions, demotions, and transfers.
4.13 Administrative Leave - Paid leave a department may use while conducting an
investigation into an alleged employee misconduct/policy violation/performance related
issue. Administrative leave is not, in itself, a corrective action and is not subject to appeal.
Administrative leave in excess of two weeks must receive prior approval of the City Manager.
4.14 Suspension - Corrective action in which an employee is placed out of work for a period
of time without pay. Suspensions may be appealed as set forth in this policy.
5.0 ORGANIZATIONAL RULES
5.1 General Rules
A. In accordance with the most recent legislation and court rulings, most City employees are
subject to pre-placement, “for cause”, and post-accident drug and alcohol testing. In addition
CDL Operators, sworn Police Officers, sworn Firefighters, 911 Emergency Communications
Specialists, and those in safety sensitive positions are also subject to random drug and alcohol
testing.
B. An employee who exhibits any of the unacceptable behaviors as defined in Section 4.8 above
will be subject to corrective action, up to and including dismissal.
C. Failure to take an alcohol or drug test when requested by a supervisor is cause for immediate
disciplinary discharge.
D. Adulteration of or tampering with a urine sample or other substance abuse testing
procedure, or assisting another employee in that tampering, will result in immediate
disciplinary discharge.
E. The results of the confirmation drug test following an initial screening test will not be
considered by the City to be final until the medical review officer (MRO) has verified the results
with the employee. Should the employee wish to have the original sample retested, he may do
so at his expense. A second test involving a new sample will not be conducted.
F. A positive test for alcohol will be taken as confirming that the employee is impaired (a breath
alcohol level of.04) on the job. A confirmation BAT will be performed 15 minutes after a
positive result. For CDL and safety sensitive employees, action is required by law with a level of
.02 or higher.
G. Some departments, because of the nature of their positions, may have more stringent
substance abuse guidelines. If so, these guidelines must have the approval of the human
resources and legal departments prior to their implementation.
H. Effective January 1, 2007 employees terminated for abuse of illegal or controlled substances