Book 1

400

Appendix

City of Greensboro Personnel Policy Manuał

Table of Contents A B C

Appendix Document:

“For Cause” Drug and Alcohol Testing

Procedures

Effective Date: 4-1-07

Revision: 2

Pages: 3

Policies Referenced:

H-2

he procedures covered in this appendix are to be used in conjunction with Policy H-6,

Substance Abuse, not as a stand-alone document.

I. RULES

A. “For Cause” drug and alcohol testing will be conducted in response to any of the following:

1. A reasonable suspicion on the part of a supervisor that job performance is impaired by the

use of illegal drugs or the abuse of alcohol or legal drugs. See Appendix 8.1, Signs of Possible

Substance Abuse, or

2. Any time an employee is involved in a serious violation of safety rules, or

3. Any time an employee is involved in a physical altercation on the job (outside of the scope

of official duties) unless it was obviously an unprovoked assault on the employee and he was

defending himself; or

4. CDL/safety sensitive employees must be tested within two hours after any accident involving

a fatality or if the driver receives a traffic citation for a moving violation as a result of the

accident.

B. Failure of the supervisor to take action when he has reasonable cause to believe an employee

is impaired while at work will result in disciplinary action being taken against the supervisor in

accordance with the terms of the Policy H-1, Disciplinary Action.

II. PROCEDURES

A. If a supervisor has reasonable cause to believe an employee‘s job performance is impaired by

substance abuse or if any of the conditions exist as outlined in the Rules Section above, he will

contact Medical Services to arrange for an alcohol and drug test for the employee.

B. The supervisor or designee will accompany the employee to Medical Services for the test.

Refusal by an employee under these conditions to submit to testing will result in disciplinary

discharge. While the employee may express a desire to resign, the official designation of the

termination will be “disciplinary discharge.” The employee will be allowed to enter an explanation