Page | 24 state or local officials shall be considered to have met the requirements of this policy if testing conforms to applicable federal, state or local requirements. Throughout the collection process, every reasonable effort will be made to protect the privacy rights of individuals while minimizing the potential for tampering. A chain of custody procedure will be used to assure the security of all samples that have been collected and tested. All test analysis and determinations will be conducted by qualified and certified medical personnel as determined by federal and state law. Whenever possible, the employee being tested shall be escorted by management to the testing site designated by Human Resources. Employees who tamper with a sample or attempt to deceive the City during any part of the testing process will be terminated. Applicants who tamper with a sample or attempt to deceive the City during any part of the testing process will cease to be eligible for employment for a period of at least one year. Types of Testing - The following are the types of tests that are required under this policy: • Post-Offer/Pre-Employment – All applicants selected for employment are required to undergo drug screening. Applicants will be denied employment if the drug test reveals the presence of illegal drugs or prescription drugs unless properly prescribed. Employment will be denied if it is determined that applicant failed to test within the prescribed timeframe without good cause (usually within 24 hours), or otherwise tampered with the specimen. • Reasonable Suspicion – Any employee whose actions or performance lead to a reasonable suspicion by the supervisor or management that he/she may be under the influence of alcohol and/or drugs will be tested for such substances. The decision to test should be based upon specific, behavioral and/or performance indicators of probable alcohol/drug use. Examples of factors which could lead to reasonable cause alcohol/drug testing include but are not limited to: o Excessive, unexplained or unusual absenteeism or tardiness; o Unexplained significant deterioration of job performance; o Significant change in personality, abusive behavior, insolence, insubordination; o Reliable reports from other persons; o Unexplained absences from assigned work sites; o Unusual behavior which cannot be readily explained, i.e., changes in appearance and demeanor; o Difficulty with motor coordination; o Discovery of evidence of drug use (paraphernalia or odor) in the employee’s immediate vicinity; o Repeated errors on the job; o Regulatory or rule violations; and/or o Arrest or conviction of an alcohol/drug related offense. All testing must be reviewed and pre-approved by the Human Resources Director except where the inability to contact the Human Resources Director would cause an unacceptable delay in testing. Employees that are tested due to reasonable suspicion shall be immediately placed on paid administrative leave pending the outcome of the test(s). • Accident or Safety-Related Incident – The City may require employee drug/alcohol testing of any material participant in a job-related accident or damage to equipment or property where impairment may have been a contributing factor. In all cases, supervisors are required to notify Human Resources as soon as reasonably possible when such incidents occur.
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