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301 H - Employee Relations
City of Greensboro Personnel Policy Manuał
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B. Covered employees may not possess alcohol in any form while on the job. This includes
prescription or non-prescription medications containing alcohol.
C. If a CDL/safety sensitive employee has a breath alcohol concentration level of .02 or greater,
he must be removed from all tasks that put himself, the public or co-workers at risk for at least
24 hours, be instructed on educational and treatment programs available, and be evaluated by a
substance abuse professional to determine whether the employee has an alcohol problem.
D. CDL Operators and those in safety sensitive positions who test positive for alcohol at .02 or
higher while on duty are subject to corrective action up to and including dismissal.
E. Following a positive test for alcohol, CDL employees and those in safety sensitive positions
who are not discharged must be tested before being allowed to return to work. Covered
employees permitted to continue in their positions after a positive alcohol test or a self referral
to a substance abuse program must have at least six unannounced tests during the course of the
next 12 months of employment and may be subject to unannounced testing for up to 60 months
as determined by medical services.
F. Reporting of Violations - CDL Operators and those in safety sensitive positions testing
positive for drugs and alcohol or who refuse to be tested must be reported to the DMV as
required by law. City medical services will submit all positive test results for covered employees
to the DMV.
5.8 Supervisory Responsibilities
A. It is the supervisor’s obligation to ensure that the employees for whom he is responsible
work in an environment which is safe and free from the implicit danger of working while
impaired or working with or around other employees who are impaired.
B. Whenever an employee’s performance or behavior first begins to decline, the supervisor
needs to advise him of the availability of the employee assistance program and of the
consequences of allowing the decline to continue. The supervisor must, however, be
responsible for contacting human resources when circumstances warrant testing and discipline
or counseling.
C. It is also the supervisor’s responsibility to protect the privacy, confidentiality, and dignity of
his employees 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 his supervisor, the human resources employee relations staff, 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