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<br />F. Refusal to submit to or efforts to tamper with a drug test will subject the employee to <br />dismissal. <br /> <br />G. Except as provided herein, failure to pass a drug test will result in disciplinary action, up <br />to and including dismissal. <br /> <br />H. Violations of drug prohibitions can subject an employee to disciplinary action, up to and <br />including dismissal. Dismissal for a first offense will be considered an appropriate <br />penalty absent mitigating circumstances. <br /> <br />VII. Testing <br /> <br />A. Testing of Applicants <br /> <br />1. Prior to employment, applicants, whether for regular, intermittent, or temporary <br />positions, will be tested for the presence of drugs. <br /> <br />2. Any job applicant who refuses to submit to drug testing, refuses to sign the consent <br />form, fails to appear for testing, tampers with the results, or fails to pass the pre- <br />employment confirmatory drug test will not be hired and in most cases will be <br />ineligible for hire for a period of at least one (1) year. <br /> <br />B. Reasonable Suspicion Testing <br /> <br />1. "Reasonable suspicion testing" means drug testing based on a belief that an <br />employee is using, or has used drugs in violation of the City's program, on the basis <br />of specific, contemporaneous, physical, behavioral or performance indicators of <br />probable drug use. <br /> <br />Two management representatives shall substantiate and concur in the decision to <br />test said employee, if feasible. Only one management representative need witness <br />the conduct. The management representative(s) and witness(es) shall have <br />received training in the identification of actions, appearance, conduct, or odors which <br />are indicative of the use of drugs or alcohol. If a management representative <br />believes reasonable suspicion exists, the management representative shall report his <br />or her findings and observations to the Department Head having administrative <br />responsibility for the affected employee. Upon approval by the Department Head, <br />the employee will be asked to immediately submit to a drug test(s) and sign a form <br />acknowledging his or her consent. When chemical breath testing, or other reliable <br />mechanisms, for alcohol testing are used, the test may be conducted immediately at <br />the work site or later at the collection site. Factors which substantiate cause to test <br />for blood or urine shall be documented by the management representative on the <br />Substance Abuse Investigation Report Form which must be completed as soon as <br />practicable, but no later than seven (7) days after the employee has been tested for <br />drugs. A copy of this report will be given to the employee upon request. <br /> <br />2. Each supervisor shall be responsible to determine if reasonable suspicion exists to <br />warrant drug testing and required to document in writing the specific facts, <br />symptoms, or observations which form the basis for such reasonable suspicion. The <br />documentation shall be forwarded to the Department Head or designee to authorize <br />the drug test of an employee. <br /> <br />SIB _Drug-Free_ Workplace_Program_-_ W-CDL <br /> <br />Page 8 of 41 <br /> <br />12/15/20 II <br />