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302 H - Employee Relations
City of Greensboro Personnel Policy Manuał
results.
F. 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.
5.9 Training
The City will make all new full time and part time employees aware of its substance abuse policy
in orientation. Departments are responsible for informing seasonal and roster employees of the
substance abuse policy. New employee orientation and benefits sign-up sessions may provide some
information on the City substance abuse policy; however, it is the departments’ responsibility
to train employees on this and other policies. The policy and a list of resources will be available
through the human resources department.
5.10 Exceptional Circumstances
No policy can address all the possible combinations of circumstances that will be encountered
on the job. This policy provides a set of principles by which supervisors are expected to make
decisions. If circumstances suggest that some decision other than those directed by this policy
should be made, supervisors must contact the human resources department prior to making a
decision.
6.0 PROCEDURES
6.1 Because the specific procedures for handling “pre-placement”, “for cause” and “random” drug
and alcohol testing differ slightly, each is covered in detail in a separate appendix to this policy.
6.2 If an employee is charged with a violation of a criminal drug statute, he must report it to his
supervisor within two days of the charge. Failure to do so will result in corrective action up to and
including disciplinary discharge.
7.0 HUMAN RESOURCES CONTACT
Employee Relations Staff; Safety and Health Manager
8.0 APPENDIX, APPENDICES