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401 Appendix
City of Greensboro Personnel Policy Manuał
i
for his refusal into his personnel file.
C. The Medical Services staff will conduct the Breath Alcohol Test (BAT) for alcohol and collect
the sample for the drug test.
D. Alcohol Testing Procedures
1. If the employee is to be tested for alcohol, the Medical Services Staff (or another City
approved facility will conduct an alcohol screen.
2. A negative test for alcohol will be taken as confirming that the employee is not impaired, i.e.,
has a blood alcohol level of less than .04 (.02 for CDL/safety sensitive employees). No additional
action need be taken unless the circumstances which gave rise to the suspicion require action.
3. A positive test for alcohol will be taken as confirming that the employee is impaired on the
job. The employee should be taken home immediately, and the supervisor should then proceed
with disciplinary action up to and including disciplinary discharge and, if not discharged,
referral to a Substance Abuse Counselor for assessment through City Medical Services. See
Policy H-1, Disciplinary Action.
4. Employees who are not discharged will be required to be evaluated and may be required to
participate in the City Substance Abuse Program (CSAP). See Appendix 8.6, CSAP Procedures
of this policy.
E. Drug Testing Procedures
1. When the employee is tested for drugs, the Medical Services staff (or another City approved
facility) will collect a sample and send it to an N.I.D.A. laboratory, following strict chain of
custody procedures, for testing. The lab will conduct a urinalysis immunoassay screen followed
by a gas chromatography/mass spectrometry confirmation test. Normally an employee brought
to Medical Services for a “for cause” drug test will also be given an alcohol test.
2. Immediately after the drug test sample is collected, the supervisor will be responsible to see
the employee gets home safely. The employee will be placed on administrative leave pending
the results of the drug test as long as no action on the part of the employee dictates being
sent home on suspension. If the employee insists on driving, the supervisor will notify law
enforcement.
3. The N.I.D.A. laboratory will send the results of the drug test to Medical Services where the
results will be reviewed by the City’s Medical Review Officer (MRO). The employee will be
requested to have someone bring him to the MRO to confirm the lab results of a positive test.
If the test is confirmed, the MRO will refer the employee to a local Substance Abuse Program
(SAP).
4. The Medical Services staff will notify the supervisor of the MRO’s conclusions.