City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

direction of City Medical Services and an approved substance abuse counselor. 4.12 Pre-Placement - For the purpose of this policy, pre-placement includes pre employment, promotions, demotions, and transfers.

4.13 Administrative Leave - Paid leave a department may use while conducting an investigation into an alleged employee misconduct/policy violation/performance related issue. Administrative leave is not, in itself, a disciplinary action and is not subject to appeal. Administrative leave in excess of two weeks must receive prior approval of the City Manager. 5.0 ORGANIZATIONAL RULES 5.1 General Rules A. In accordance with the most recent legislation and court rulings, most City employees are subject to pre-placement, “for cause”, and post-accident drug and alcohol testing. In addition CDL Operators, sworn Police Officers, sworn Firefighters, 911 Emergency Communications Specialists, and those in safety sensitive positions are also subject to random drug and alcohol testing. B. An employee who exhibits any of the unacceptable behaviors as defined in Section 4.8 above will be subject to disciplinary action, up to and including dismissal. C. Failure to take an alcohol or drug test when requested by a supervisor is cause for disciplinary action up to and including dismissal. D. Adulteration of or tampering with a urine sample or other substance abuse testing procedure, or assisting another employee in that tampering, is cause for disciplinary action up to and including dismissal. E. The results of the confirmation drug test following an initial screening test will not be considered by the City to be final until the Medical Review Officer (MRO) has verified the results with the employee. Should the employee wish to have the original sample retested, the employee may do so at the employee’s own expense. A second test involving a new sample will not be conducted. F. A positive test for alcohol will be taken as confirming that the employee is impaired (a breath alcohol level of.04) on the job. A confirmation BAT will be performed 15 minutes after a positive result. For CDL and safety sensitive employees, action is required by law with a level of .02 or higher. G. Some departments, because of the nature of their positions, may have more stringent substance abuse guidelines. If so, these guidelines must have the approval of the People & Culture (P&C) and Legal Departments prior to their implementation. H. Employees dismissed for refusing to be tested may not be rehired by the City for a period of

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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