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299 H - Employee Relations
City of Greensboro Personnel Policy Manuał
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use of illegal drugs does not demand the same tolerance as does the abuse of a legal substance,
the City does not allow self-referral to an employee assistance program once a supervisor has
determined that there is cause to test an employee for being impaired by illegal drugs while on
the job.
C. Under the City’s EAP, employees may be eligible to participate in the City’s substance abuse
program (CSAP). See appendix document, An
employee who tests positive for alcohol while on duty who is not dismissed will be required
to be evaluated. Depending on the outcome of the results and as a condition of continued
employment, the employee may be required to participate in the City’s substance abuse
program. The program will subject him 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
test or BAT while required to participate in the CSAP, he will be discharged. If an employee
who is required or has agreed to the CSAP and refuses to participate under these circumstances,
he will be discharged.
5.3 Pre-Placement Drug Testing
A. Pre-employment drug testing will be conducted in conjunction with the initial physical
of applicants conditionally accepted for benefit eligible full time and part time positions.
Applicants for “safety sensitive” roster and seasonal positions will be given a pre-placement
drug test and a physical examination. See appendix document,
of this policy for the list of positions critical to the health and safety
of others that may include roster and seasonal positions.
B. Pre-placement drug testing will be conducted in conjunction with promotions or demotions
into selected “safety sensitive” positions if the employee is currently in a “non safety sensitive
position.” See appendix document, , of
this policy for a list of positions that fall into this category.
C. Applicants who refuse to be tested or who test positive for illegal substances will not be hired
by the City and will not be considered for employment for a period not less than two years after
confirmation by the medical review officer.
D. Current employees who refuse to be tested or who test positive for illegal substances as part
of a job change will be discharged.
5.4 “For Cause” Drug and Alcohol Testing
“For Cause” drug and alcohol testing will be conducted in response to any of the following:
A. A reasonable suspicion on the part of a supervisor that job performance could be impaired by
the use of drugs or alcohol. See appendix document, .
B. Any time an employee is involved in a serious violation of safety rules.