Reso 2011-1813 - Laserfiche WebLink

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dismissal recommendation, pursuant to the terms and conditions of the continued work agreement. Additionally, employees arrested for being under the influence and/or involved in actions that prohibit the unlawful manufacture, distribution, attempt to purchase, dispensing, possession, trafficking, sales, or use of controlled substances, refusals to submit to drug/alcohol testing as defined in the policy guidelines and/or first positives resulting from post-accident testing shall be reviewed by the City as a dismissal recommendation and subject to dismissal. Notifying City of Criminal Drug Conviction or Arrest Employees arrested on or off-duty are required to notify the City, including but not limited to, those related to drug charges for possession, sale, manufacture, dispensing, attempt to purchase, distribution, or trafficking, and DUI within three days of the arrest. Retention of Records The City shall maintain all alcohol and prohibited drug testing information including test results and other appropriate records in a secure manner to prevent the disclosure of such information to unauthorized personnel. The records shall be maintained in a secure location with controlled access. Period of retention In determining compliance with the retention period requirement, each record shall be maintained for the specified period of time, measured from the date of the creation of the document or data. Records shall be maintained in accordance with State Statutes. Access to facilities or records will be allowed as required by law or expressly authorized in State Statutes. Employees must submit a written request to Human Resources for copies of their drug and alcohol test results. Employees must request in writing to have their drug and alcohol records released/forwarded to any agency or business requesting verification of previous drug and alcohol test results. Prohibited Drug and Alcohol Testing Procedures Covered employees and applicants must submit to drug and alcohol collection procedures in accordance with 49 CFR Part 40 as amended. Covered employees and applicants must follow directions given for the purpose of collecting their drug, alcohol, or saliva sample. Failure to comply constitutes a refusal to test and the employee or applicant will be subject to disciplinary action up to and including dismissal. (See Employer Action on Positive Test Result and Refusal to Test.) Drug testing will be conducted using urine samples as referenced in 49 CFR Part 40. Alcohol testing will be conducted using breath or saliva samples as referenced in 49 CFR Part 40. DOT Part 40 regulations require that all follow up tests and return-to-duty tests must be directly observed. Employees must raise their shirts, blouses, or dresses/skirts, as appropriate above SIB_Drug-Free_ Workplace]rogram_-_ W-CDL Page 35 of 41 12/15/2011