Reso 2018-2773 - Laserfiche WebLink

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F. Refusal to submit to or efforts to tamper with a drug test will subject the employee to dismissal. G. Except as provided herein, failure to pass a drug test will result in disciplinary action, up to and including dismissal. H. Violations of drug prohibitions can subject an employee to disciplinary action, up to and including dismissal. Dismissal for a first offense will be considered an appropriate penalty absent mitigating circumstances. VII. Testing A. Testing of Applicants 1. Prior to employment, applicants, whether for regular, intermittent, or temporary positions, will be tested for the presence of drugs. 2. Any job applicant who refuses to submit to drug testing, refuses to sign the consent form, fails to appear for testing, tampers with the results, or fails to pass the pre- employment confirmatory drug test will not be hired and in most cases will be ineligible for hire for a period of at least one (1) year. B. Reasonable Suspicion Testing 1. "Reasonable suspicion testing" means drug testing based on a belief that an employee is using, or has used drugs in violation of the City's program, on the basis of specific, contemporaneous, physical, behavioral or performance indicators of probable drug use. Two management representatives shall substantiate and concur in the decision to test said employee, if feasible. Only one management representative need witness the conduct. The management representative(s) and witness(es) shall have received training in the identification of actions, appearance, conduct, or odors which are indicative of the use of drugs or alcohol. If a management representative believes reasonable suspicion exists, the management representative shall report his or her findings and observations to the Department Head having administrative responsibility for the affected employee. Upon approval by the Department Head, the employee will be asked to immediately submit to a drug test(s) and sign a form acknowledging his or her consent. When chemical breath testing, or other reliable mechanisms, for alcohol testing are used, the test may be conducted immediately at the work site or later at the collection site. Factors which substantiate cause to test for blood or urine shall be documented by the management representative on the Substance Abuse Investigation Report Form which must be completed as soon as practicable, but no later than seven (7) days after the employee has been tested for drugs. A copy of this report will be given to the employee upon request. 2. Each supervisor shall be responsible to determine if reasonable suspicion exists to warrant drug testing and required to document in writing the specific facts, symptoms, or observations which form the basis for such reasonable suspicion. The documentation shall be forwarded to the Department Head or designee to authorize the drug test of an employee. (Reso)Sib Drug-Free Workplace Program-Rev 01182018 Page 8 of 41 1/18/2018