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298 H - Employee Relations
City of Greensboro Personnel Policy Manuał
or for refusing to be tested may not be rehired by the City for a period of at least two years from
the time of termination.
I. Applicants who fail to pass the pre-employment drug screen will not be considered for
employment for two years from the date of the failed test.
J. Refusal by an employee to take a “for cause”, random, post-accident or pre-placement drug
or alcohol screen will result in disciplinary discharge. The employee will not be allowed to
resign after refusing a drug or alcohol test nor will he 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 his refusal
into his personnel file.
K. Positive drug test results indicating the employee was impaired on the job by illegal
substances will result in disciplinary discharge. An employee will not be allowed to self-refer to
an employee assistance program in order to avoid a disciplinary discharge after a supervisor has
requested a drug test.
L. Tests results that are positive indicating the employee was impaired on the job by alcohol
will result in corrective action up to and including dismissal. Employees who are not discharged
will be required to be evaluated and may be required to participate in the City’s substance
abuse program (CSAP) and will be subject to random drug and alcohol tests for up to one year
following completion of the program. If the employee tests positive during any random drug/
alcohol test following rehabilitation, he will be discharged. If an employee refuses to participate
or continue in the City’s substance abuse program, he will be discharged. See appendix
document, .
M. Failure of the supervisor to take action when he has reasonable cause to believe an employee
is impaired while at work will result in corrective action being taken against the supervisor in
accordance with the terms of the Policy H-1, Corrective Action.
N. The verification of a positive drug test by the City’s MRO is an employee’s “due process.”
Once the illegal drug use is determined by the MRO then the supervisor will begin the
termination process.
5.2 Employee Assistance Program (EAP)
A. Under the terms of the City’s employee assistance program, employees may and are
encouraged to request assistance with a substance abuse problem before it results in a serious
negative impact on the employee’s job.
Participation in the EAP does not exempt an employee from the consequences of actions
which have already occurred or from the proper performance of assigned duties.
B. In order to make this policy an effective deterrent and in recognition of the fact that the