City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

workplace. 5.2 Employee Assistance Program (EAP)

Table of Contents A B C D E F H I J K L List of Appendices G B. Pre-placement drug testing will be conducted in conjunction with promotions or demotions into selected “safety sensitive” positions if the employee is currently in a “non safety sensitive position.” See Appendix, Pre-Placement Drug Testing Procedures of this policy for a list of positions that fall into this category. C. Applicants who refuse to be tested will not be hired by the City and will not be considered for employment for a period not less than two years after their refusal. D. Current employees who refuse to be tested or who test positive for illegal substances as part A. Under the terms of the City’s Employee Assistance Program, employees may and are encouraged to request assistance with a substance abuse problem before it results in a serious negative impact on the employee’s job. See Policy H-5, Employee Assistance Program. Participation in the EAP does not exempt an employee from the consequences of actions which have already occurred or from the proper performance of assigned duties. B. In order to make this policy an effective deterrent and in recognition of the fact that the use of illegal drugs does not demand the same tolerance as does the abuse of a legal substance, the City does not allow self-referral to an Employee Assistance Program once a supervisor has determined that there is cause to test an employee for being impaired by illegal drugs while on the job. C. Under the City’s EAP, employees may be eligible to participate in the City’s Substance Abuse Program (CSAP). See Appendix, City Substance Abuse Program Procedures. An employee who tests positive for alcohol while on duty who is not dismissed will be required to be evaluated. Depending on the outcome of the results and as a condition of continued employment, the employee may be required to participate in the City’s Substance Abuse Program. The program will subject him 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 test or BAT while required to participate in the CSAP, the employee will be dismissed. If an employee who is required or has agreed to the CSAP and refuses to participate under these circumstances, the employee will be dismissed. 5.3 Pre-Placement Drug Testing A. Pre-employment drug testing will be conducted in conjunction with the initial physical of applicants conditionally accepted for benefit eligible full time and part time positions. Applicants for “safety sensitive” roster and seasonal positions will be given a pre-placement drug test and a physical examination. See Appendix, Pre-Placement Drug Testing Procedures of this policy for the list of positions critical to the health and safety of others that may include roster and seasonal positions.

H - Employee Success Partnership

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