City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

at least two years from the time of dismissal. I. Applicants who refuse to be tested will not be considered for employment for two years from the date of their refusal. J. Refusal by an employee to take a “for cause”, random, post-accident or pre-placement drug or alcohol screen is cause for disciplinary action up to and including dismissal. The employee will not be allowed to resign after refusing a drug or alcohol test nor will the employee be allowed to self-refer to an Employee Assistance Program to avoid dismissal; the official designation of the termination will be “disciplinary discharge.” The employee will be allowed to enter an explanation for refusing a drug or alcohol test in the employee’s personnel file. K. Positive drug test results indicating the employee was impaired on the job by illegal substances is cause for disciplinary action up to and including dismissal. An employee will not be allowed to self-refer to an Employee Assistance Program in order to avoid disciplinary action after a supervisor has requested a drug test. L. Tests results that are positive indicating the employee was impaired on the job by alcohol will result in disciplinary action up to and including dismissal. Employees who are not dismissed will be required to be evaluated and may be required to participate in the City’s Substance Abuse Program (CSAP) and will be subject to random drug and alcohol tests for up to one year following completion of the program. If the employee tests positive during any random drug/ alcohol test following rehabilitation, the employee will be dismissed. If an employee refuses to participate or continue in the City’s Substance Abuse Program, the employee will be dismissed. See Appendix 8.6, City Substance Abuse Program Procedures. M. Failure of the supervisor to take action when the supervisor has reasonable cause to believe an employee is impaired while at work will result in disciplinary action being taken against the supervisor in accordance with the terms of the Policy H-1, Discipline & Expectations (page 285) N. The verification of a positive drug test by the City’s MRO is an employee’s “due process.” Once the illegal drug use is determined by the MRO then the supervisor will begin the disciplinary action process. O. Employees or applicants who are dismissed from employment or disqualified from employment for violation of this policy may be eligible for future employment provided that they can demonstrate to the P&C Safety & Health Manager: 1. that they have been successfully rehabilitated or currently participating in a rehabilitation program; and 2. that they are no longer engaging in the illegal use of drugs; and 3. that they do not pose a direct threat to the health or safety of other individuals in the

Table of Contents A B C D E F H I J K L List of Appendices G

H - Employee Success Partnership

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