CM-07-07-165CITY OF Route►. Bonet
INTEIMEPAIMISITAL MAO
July 5, 2007
Subs Administrative Directive
limeasidellogrole. Po11cI and Procedures Manual. Section. 7.03, Fib***
for Duty, Ilkoill and AkoliolTeeting'Reolreeients for Specific Mations
This directive serves to provide clarification to the City's drugs and alcohol testing processes
related to the situations N$#ed :below. The Bowing written guidable& are consistent with current
City practices and procedures.
tai. DWI. Mt and MAIESTS
Any City employee arrested on or off duty for Driving Under the Influence (DUI). Driving While
Intoxicated (DWI), Boefini While: Intoxicated (BWI), or FyIng White Intoddc aced (FWD,must
report the event to hisTsr irnmediate supervisor whin 24 hours. The kwolved employee is
required to submit to a drug and alcohol test as soon as the employee is contacted by the
supervisor or the Risk Menagsc Any employeswho perfomis driving dudes toinclude driving
his/her personal vehide in theregular course and scope of duty, operates a City vehicle, earth
moving machines, or any other power equkiment o'emPlothess with s functions
must take a drug/alcohol test prior to retumkig to work. At the medical facility, the samples
Liken will be wine, breath, and halo.
Based on the information provided and other related •factors, the involved employee may be
placed on adm<ntstradve leave with or without pay urs the test results are available to the
Human Resources Department In no instance will employees with essential job duties
consistent with time out red above be permi ted to dries or operate city owned vehicles, earth
moving machines or oder power equlpmsnt, norwM employees with safety -sensitive functions
be Mowed to work until the results'of the above referenced tests are determined to be
Employees with job functions identi0ed above may be placed on a Last Chance Agreement until
a final determination related to the arrests.
Employees are subject to drug and alcohol tests for a reasonable suspicion cause. In
accordance. with the Fit for Duty PolIcy.. The hr./dyad employee will not be permitted tooperate
a City vehicle, earth moving meddnes, or any other power equiprrwntwith the test results are
evadable at the Hyman Resources Dspclrlmett. ErutplCyees operating. City vehicles,
earl machines. and .rnployirs vdlhJ x onamay be pieced :on leave
with or WithoiA pay urntht s ar*� :)10 .fps *rod weft wHl be
evaluated on a case by Oise basis under this Caaw.°fords ermination.
1�l-On-6'1-11,S.
Employees kw ked in motor while accidents while operating. a City veItc Ie, or personal
vehicle Wits conckictkig City business, earth moving machines, or other power equipment are
requited to submit to a drug and alcohol test The employee will not be authorized to perform
the above referenced tacks unth the test results are available to the Human Resources
Deperbrtent and further determination has been made based on the test results.
garnet to the Tasting Facility
M employees required to perform drugs and alcohol tests under any of the above criteria must
be escorted to the medical/lab facility. by the immediate supervisor or a designee. The Human.
Resources staff wR provide the form authorizing that the test be Performed. The only
authorised stop is at Human Resources, no other stops or deviation from the specific route to
the faCWty are permitted. The supervisor or the designers must escort and remain with the
employee until the sample(s) is provided th the lab .staff In accordance with the. medical
laboratory standards.
Driving incidents and traffic violations must be reported as prompt as possibleto the immediate
supervisor. The supervisor must inform the Risk Mangier as promptas Erosible about the
rhe of the incident/event for evaluation and further determination. All ckiving and trek
violation during business hours involving City owned equipment or personal vehicles must be
reported immediately to the supervisor and to the Risk Manager.
Test Results Visa cation and Followauo
Upon receiving the test results, the Risk Manager or a designated Human Resources staff will
contact the affected supervisor to provide the necessary information. If the .involved employee
tests positives for alcohol or controlled substance he or she wth be contacted by the Medical
Review Officer (MRO) for clarification. The MRO staff reports the results to the Human
Resources designated staff. If the MRO is unable to contact the tested employee, the Human
Resources Department will direct the employee 0 contact the MRO.
poll v and Directive Compliance
Failure to adhere to the Fit for Duty Policy and to this Administrative Directive Is subject to a
dlsciplktary action up to and including termination of employment