substance abuse policy employee handbook

CityofEastChicago,Indiana

SubstanceAbusePolicy

EmployeeHandbookRevised2011

AnthonyCopeland,Mayor

Contents

.........................................................................................................................................................Preface 1

.................................................................PublicPolicyandPurposeofDrugandAlcoholTes9ngProgram 1

.................................................................................................UseofControlledSubstancesProhibited 1

...............................................................Prospec9veEmployeesandtheUseofControlledSubstances 1

....................................................................Consump9onandUseofAlcoholbyEmployeesProhibited 1

.......................................................Con9nuingAuthoriza9onoftheDrugandAlcoholTes9ngProgram 2

......................................................................................PossessionofDrugsorAlcoholonCityProperty 2

...............................................EffectofthispolicyonDepartmentswithmoreStringentRequirements 2

............................................................................................................................................ScopeofTes9ng 2

...........................................................................................................................SubstancestobeTested 2

................................................................................................................................CategoriesofTes9ng 3

..........................................................................................................................Pre‐employmentTes9ng 3

........................................................................................................................................RandomTes9ng 4

...............................................................................................................................DepartmentalTes9ng 6

...................................................................................................................ReasonableSuspicionTes9ng 6

..........................................................................ReasonableSuspicionTes9ngProceduresandLoca9on 7

................................................................................................................................PostAccidentTes9ng 7

.............................................................................................................................ReturntoWorkTes9ng 9

...........................................................................................................Follow‐upandComplianceTes9ng 9

..............................................................................................................Tes9ngProceduresandLoca9on 9

................................................................................................................................................Compliance 10

.....................................................................................................RefusaltoUndergoRequiredTes9ng 10

...........................................................................................ConsequencesofaPosi9veTestorRefusal 11

..............................................................................................Inconclusive,InvalidorAdulteratedTests 12

........................................................................................................SubstanceAbuseReferralProgram 13

..................................................................................................................................StandardsforTes9ng 14

......................................................................................................ScreeningandConfirmatoryTes9ng 14

...........................................................................................Preserva9onofSamplesbytheLaboratory 14

................................................................................................................Posi9veTestThresholdLevels 14

..............................................................................SpecimenCollec9on;Transporta9onofEmployees 16

.................................................................................................................................SpecimenIntegrity 16

............................................................................................Adultera9onorTamperingwithSpecimen 16

...........................................................................................................................PrivacyinDrugTes9ng 17

.........................................................................................MedicalReviewandMedicalReviewOfficer 17

....................................................................................................................................No9ceandTraining 17

.................................................................................................................................SupervisorTraining 17

..........................................................................................................................Coordina9onofTes9ng 18

..............................................................................................................................No9cetoEmployees 18

.......................................................................................Repor9ngofConfirmedPosi9veTestResults. 18

.........................................................................................................................RightsandResponsibili9es 19

..........................................................................................................RighttohaveSpecimenRetested. 19

........................................................................RightofAppealofAc9onstakenunderthisOrdinance. 19

..............................................................................RightofAppealforPoliceOfficersandFireFighters 19

..............................................................................................Preserva9onofInforma9onandRecords 19

................................................................................................................Confiden9alityRequirements 20

...........................................................................ResponsibilityofDepartmentHeadsandSupervisors 20

................................................................................................Indemnifica9onandDefenseofAc9ons 20

...........................................................................................................MonitoringofTes9ngFrequency 20

.........................................................................................................................EffectandImplementa9on 20

..........................................................................................RepealofPreviousPoliciesandProcedures. 20

.............................................................................................................................................Severability 21

...................................................................................................................Sec9onTitlesandHeadings 21

.............................................................................Promulga9onofProcedures,RulesandRegula9ons 21

.........................................................................................................................................Effec9veDate 21

............................................................................................................ImportantContactInforma9on* 21

..............................................................................................................................AcknowledgmentForm 22

Preface

SubstanceAbusePolicyandTestingProgramforEmployeesoftheCityofEastChicago

ThefollowingistheSubstanceAbusePolicyandTes9ngProgram(“Policy”)oftheCityofEastChicago,Indiana(“City”),asadoptedunderCityofEastChicagoOrdinanceNo.11‐0023adoptedthe26thdayofSeptember2011andcodifiedintheEastChicagoMunicipalCodeas§41.60.Thispolicyreplacesprevioussubstanceabusepoliciesandprograms,andspecificallyreplacesCityofEastChicagoOrdinancesNo.03‐0026andNo.,08‐0035.

PublicPolicyandPurposeofDrugandAlcoholTestingProgramA. UseofControlledSubstancesProhibited

Theunlawfuluse,possession,distribu9on,dispensa9on,ormanufactureofcontrolledsubstancesbyCityofEastChicagoemployeesorothersintheworkplaceisprohibited.Theillegaluse,consump9on,possession,manufacturing,distribu9on,ordispensingofdrugsandcontrolledsubstancesbyemployeesreducesefficiencyingovernment,endangersthesafetyofCityemployeesaswellastheci9zenryingeneral,iscontrarytopublicpolicy,andaviola9onofStateandFederalLaws,theCityCodeandtheCityemployeemanual.

Anemployeewhoconsumesorworksundertheinfluenceofalcoholorotherintoxicantsreducesefficiencyingovernment,endangersthesafetyofotherCityemployeesaswellastheci9zenryingeneral,andiscontrarytopublicpolicy.Theopera9onofanautomobileorothermotorvehicleintheperformanceofjobdu9esbyaCityemployeewhileundertheinfluenceofalcoholorotherintoxicantsisathreattopublicsafety,isaviola9onofthispolicy,andaddi9onally,maybeaviola9onofStateandFederalLaws.

B. ProspectiveEmployeesandtheUseofControlledSubstancesPersonswhoillegallyusedrugsorcontrolledsubstancesareherebydeclaredtobeunsuitableforemploymentbytheCity.Personswhodemonstrateevidenceoftheconsump9onofdrugsforwhichtheydonotpossessacurrent,validlawfulprescrip9onpresentinbodilyfluidsorhairsamplesduringtheemploymentevalua9onprocess,arenotsuitableforemploymentbytheCity.Personswhoarefoundtohavealcoholpresentinbodilyfluidsduringtheemploymentevalua9onprocessarenotsuitableforemploymentbytheCity.

C. ConsumptionandUseofAlcoholbyEmployeesProhibited

Theconsump9onofalcoholbyemployeeswhileondutyoremployeeshavingaBloodAlcoholConcentra9on(“BAC”)of0.02%orgreaterduringworkinghoursreducesefficiencyingovernment,endangersthesafetyofCityemployeesaswellastheci9zenryingeneral,andiscontrarytothepublicpurpose.PersonswhoareintoxicatedduringworkinghoursareherebydeclaredtobeunsuitableforemploymentbytheCity.Theconsump9onofalcoholbyemployees,orevidenceof

CityofEastChicagoSubstanceAbusePolicy2011

EastChicagoCityOrdinance11‐0023 Page1

theemployeeshavingBAClevels0.02%orgreaterisherebydeterminedtocons9tuteaviola9onoftheCityCodeandpersonnelregula9onsoftheCity.

D. ContinuingAuthorizationoftheDrugandAlcoholTestingProgram

Toinsurecompliancewithpoliciessetforthinthispolicymanual,thecon9nua9onofthesubstanceabusetes9ngprogramisherebyauthorized.

E. PossessionofDrugsorAlcoholonCityProperty

Possessionofillegaldrugsorotherintoxicantsintheworkplaceisexplicitlyprohibited.PossessionofillegaldrugsonCityproperty,orwhileondutywiththeCityisacrimewhichshallbereportedtolawenforcementandshallbegroundsforimmediatedismissalfromemploymentwiththeCityofEastChicago.

F. EffectofthispolicyonDepartmentswithmoreStringentRequirements

ThispolicyandtheproceduresoutlinedhereinaregenerallyapplicabletoallCityofEastChicagoemployees,butitshallnotsupersedemorerestric9vetes9ngrequirementsmandatedbyFederalrequirementsforcertaincitydepartmentsorjobclassifica9ons.Specifically,theprovisionsofthispolicyshallnotsupersedemorestringentfederally‐mandatedtes9ngrequirementsforEastChicagoBusTransit,orotherspecificrequirementsmandatedbyStateorFederallaworgrantrequirements.

ScopeofTesting

A. SubstancestobeTestedWheneversubstanceabusetes9ngisadministeredpursuanttothisoranyotherCitypolicyorOrdinance,theurine,blood,hairand/orbreathtestresultswillbereviewedbytheCityMedicalReviewOfficer(MRO)todetectthepresenceofthefollowingdruggroupsandsubstances:

1. Alcohol(ethyl)

2. Amphetamines(e.g.,speed)

3. Cocaine

4. Opiates(e.g.Codeine,Heroin,Morphine,Hydromorphone,Hydrocodone)

5. Phencyclidine(PCP)

6. Marijuana(THC)

7. Addi9onally,theMROmayordertestsforsubstancesclassifiedundertheIndianaCodeasfollows:

a. ScheduleI,II,III,IVandVdrugsunderIndianaCode35‐48‐2.

b. Non‐scheduledprescrip9ondrugs

c. DesignerdrugsanddefinedandregulatedbytheFederalGovernment

TheMROshallconsultfederalguidelinesindeterminingwhatquan99esorlevelsoftestedsubstancesshallcons9tuteaposi9vedrugtest.

B. CategoriesofTesting

UnderthisOrdinancethefollowingtypesofdrugtes9ngshallbeperformed:

1. Pre‐employmenttes9ng

2. RandomTes9ng

3. DepartmentalTes9ng

4. ReasonableSuspicion(i.e.tes9ngforcause)

5. Post‐AccidentTes9ng

6. Return‐to‐WorkTes9ng

7. Follow‐upandComplianceTes9ng

1. PreemploymentTesting

Personsunderconsidera9onforemploymentbytheCityshallberequiredtoundergoadrugandalcoholtest.ThistestistobeadministeredupontheCity’stenderingofacon9ngentofferofemploymenttotheapplicant,andshallbeadministeredbeforeafinalofferofemploymentcanbemade.Prospec9veemployeesshallbeinformedoftheCitySubstanceAbuseTes9ngPolicyandshallbeadvisedthattheyarerequiredtosignaconsentformpermimngthedrugandalcoholtestasrequiredunderthisOrdinance.

AlloffersofemploymentmadebytheCityshallbecon9ngentupontheapplicant’ssuccessfulcomple9onofadrugandalcoholtestandadetermina9onbytheMROthatthetestresultwasnega9ve.Posi9ve,inconclusiveorinvalidtestsshallbeabartoemploymentwiththeCity,andanyofferofemploymentshallbewithdrawnupontheMRO’sdetermina9onthattheapplicant’stestresultsarenotnega9ve.

Anapplicantreceivingaposi9ve,inconclusiveorinvalidtestresultshallbebarredfromemploymentwiththeCityforaperiodofthree(3)years.

TheCityshallbearthecostofanypre‐employmentscreening.Suchresultsareconfiden9al,andarefortheexclusiveuseoftheCityofEastChicagotouseaspartofitsemploymentprocess.

a. PreemploymentTestingproceduresHumanResourceswillexplaintes9ngprocedures,loca9on,9meline,andconsentrequirementstoprospec9veemployees.Theprospec9veemployeeshallsigntheacknowledgementandconsenttotes9ngandwillthenbeassigneda9melinetoreportfortes9ngbyHumanResources.Theprospec9veemployeeshallreporttothedesignatedtestfacilitywithinthirty(30)minutesofsigningtheacknowledgementandconsent.

Anypersonwhorefusestoundergotes9ng,orcomplywithtes9ngrequirementsatthetes9ngfacilityshallbeineligibleforemploymentforaperiodofthree(3)yearsfromthedateofrefusal.AnysuchpersonsubsequentlyemployedbytheCityshallberequiredasacondi9onofemploymenttoundergorandom,follow‐upandcompliancetes9ng,asspecifiedinthisordinance.

b. ResultsRequiredbeforeEmploymentAlloffersofemploymentwiththeCityarecon9ngentuponthedetermina9onbytheMROthattheapplicant’sPre‐EmploymentTestresultsarenega9ve.BeforeanypersonbeginsemploymentwiththeCityand/orisenteredintothepayrollsystem,theMROshallprovidetheHumanResourcesDepartmentwrinencer9fica9onofthetestresults.Nodepartmentoragencyheadshallcauseanypersontobecomeanemployeeun9lwrinencer9fica9onhasbeenreceivedfromtheMRO.

2. RandomTestingAllemployeesoftheCityofEastChicagoshallbeeligibleforrandomdrugandalcoholtes9ng,andshallbeselectedforsuchtes9ngu9lizingarandomsoowareprogramsuitableforsuchpurpose,whichusespayrollnumbersorotheruniqueiden9fierotherthanemployeenameforcoveredemployeesandotherpersonssubjecttotheprogram.

a. EligibilityforRandomTestingAllemployeesoftheCityofEastChicagoareeligibleforrandomdrugandalcoholtes9ng.ThisshallincludeeveryemployeeforwhomapayrollwarrantisprocessedthroughtheCityofEastChicagoController’soffice.Employeesrepor9ngtoanyworksite,taxingdistrictoftheCity,orotherdivisionofgovernment(judicial,legisla9ve,orexecu9ve),andpaidbythecivilCityarenotexemptedfromthispolicy.

b. TestingofSupervisoryPersonnelDepartmentHeads,Supervisors,Managers,ForemenandothersemployedbytheCityinposi9onsofleadershipshallbesubjecttothispolicy.WhenDepartmentHeadsorSupervisorsareselectedforrandomorothertes9ng,theMROshalldesignateapersonorpersonsresponsibleforaccompanyingtheDepartmentHeadorSupervisortothetes9ngfacility.ThesameprocedureswhichapplytorankandfileemployeesshallapplytoSupervisors,ForemenandDepartmentHeadswithregardtothispolicy.

c. ExclusionofElectedOfOicialsElectedofficialsareexemptedfrominclusionintheCity’sdrugandalcoholtes9ngprogramintheirofficialcapacityasanelectedofficial,butmayopttovoluntarilypar9cipateintheprogram.However,anelectedofficialwhoisalsoemployedbytheCityofEastChicagoisnotexemptedinhisorherstatusasemployee,andthusisnotexcludedfromselec9onfortes9ngasanemployee.

d. RandomTestingDatesandTimeTes9ngmaybeperformedonmorethanonedateeachmonth,anddatesmaybeselectedrandomlyormaybeotherwisechosenbytheMROortheMRO’sdesigneeathisorherdiscre9on.Eachmonth,notlessthantenpercent(10%)ofeligibleemployeesshallbeselectedforsuchrandomtes9ng.Theselec9onprocessshallbeoverseenbytwo(2)personsnototherwiseinvolvedinthetes9ngprocess.

Theselec9onmethodforemployeestobetestedshallbesuchthateachworkdayshallpresenteachemployeewithanewopportunitytobeselectedfortes9ng,exceptemployeeswhoarerandomlyselectedandsuccessfullyundergotes9ngwithanega9vetestresultshallbeexemptedfromtes9ngandremovedfromtherandomtestpoolforninety(90)daysaoerasuccessfultest.Aoerninetydays,suchpersonsshallbereturnedtotherandomtestpool.

Anemployeeselectedforrandomtes9ngshallreporttothedesignatedtestfacilitywithinone(1)hourofbeingno9fiedofhisorherselec9onfortes9ng.

e. Certi<icationofListofEmployeestobeRandomlyTestedTheCityController’sOfficeandInforma9onTechnologyDepartmentshallworkwithHumanResourcestoensurethattheemployeepayrollnumber(orotheruniqueiden9fier)ofeveryemployeeeligiblefortes9ngunderthispolicyisincludedinthelistusedforselec9onforrandomtes9ng.Saidlistshallbecer9fiedbytheCityController’sofficewithinfioeen(15)daysoftheadop9onofthisOrdinanceandshallbeupdatedwheneveranyemployeeisreassigned,transferredorotherwiseexperiencesachangeinjobstatus.Saidlistshallbere‐cer9fiedannuallybytheCityController’sOffice.

Theabsenceofanemployee’siden9fierfromsuchalistshallnotinvalidateanotherwiseproperalcoholordrugtestadministeredtoanemployee,providedthattheemployeewasproperlywithintheclassofemployeesrequiredtoundergorandomorreasonablesuspiciontes9ngunderthisOrdinance.

f. AbsentEmployeesEmployeesselectedforrandomtes9ngnotpresentforworkonthedayofselec9onshallbetestedonthefirstdayofreturntowork,providedthattheemployee’sabsencewasscheduledinadvance,ortheemployeecalledoffpriortobeingno9fiedofhisorherselec9onfortes9ng.TheSupervisorsshallcontacttheMROortheMRO'sdesigneetoreschedulethetest,whichshalltakeplaceonthesamedatetheemployeereturnstowork.

3. DepartmentalTesting

TheMROortheMRO'sdesigneemayorderallofthemembersofaCitydepartmentwhoareotherwisesubjecttorandomtes9ngunderthisOrdinancetobetestedatone9me.SuchtestsshallbecategorizedandtreatedasrandomtestswithinthemeaningandintentofthisPolicy.

4. ReasonableSuspicionTesting

i) Anyemployeemayberequiredtoundergodrugandalcoholtes9ngifthereisreasonablesuspicionthattheemployeeisundertheinfluenceofdrugsoralcoholwhileonduty."Reasonablesuspicion"shallexistwhenareasonablepersonwouldsuspect,basedonspecificandar9culablefacts,takentogetherwithra9onalinferencesfromthosefacts,thatanemployeeisundertheinfluenceofdrugsoralcohol.

ii) Circumstanceswhichmayformabasisfordetermining"reasonablesuspicion"mayinclude,butarenotlimitedto:

a. Apanernofabnormalorerra9cbehavior,includingviolentbehaviororlanguagedirectedatco‐workers,Supervisorsorthepublic,includingthecommunica9onofthreats.

b. Awork‐relatedaccident.

c. Directobserva9onofdrugoralcoholuse,orpresenceofthephysicalsymptomsofdrugoralcoholuse,includingbutnotlimitedtoalcoholodoronbreath,slurredspeech,andpoorcoordina9onand/orreflexes.

d. Possessionofalcoholorillegaldrugsintheworkplace.

e. Behaviororac9ontoavoidorinvalidatetes9ng.

iii) Supervisorsarerequiredtodocumentthespecificfacts,symptomsorobserva9onswhichformedthebasisfortheirdetermina9onthatreasonablesuspicionexiststowarrantthetes9ngofanemployee.

iv) Supervisorsshallimmediatelyno9fytheDepartmentHeadoftheexistenceofreasonablesuspicion,whointurnshallno9fyHumanResources.HumanResourcesshallconsidertheavailablefactsandinforma9on,determineifatestiswarrantedandifwarranted,causetheemployeetoimmediatelyundergotes9ng.IftheSupervisor,DepartmentHeadorDirectorofHumanResourcesisnotavailable,themostseniorpersonwithknowledgeofthesitua9onshallmakethedetermina9on,basedontheavailablefactsandinforma9on,andcausetheemployeetoimmediatelyundergotes9ngifareasonablesuspicionexists.Inallcases,reasonablesuspiciontes9ngshalltakeplacewithinone(1)hourofthe9methatthesuspicionbecomesknown.

v) ADepartmentHeadorSupervisor’sfailuretoreportanemployeewhoisreasonablysuspectedofbeingintoxicated,undertheinfluenceofdrugsorotherwiseinviola9onofthispolicyshallitselfcons9tuteaviola9onforwhichtheDepartmentHeadorSupervisorshallbeaccountable.

vi) Anemployeecallsofforleavestheworkplaceaoerbecomingawareofhisorherselec9onforreasonablesuspicionorothertestunderthispolicy,shallbetreatedasarefusal.

5. ReasonableSuspicionTestingProceduresandLocation

i) AnemployeeselectedforReasonableSuspicionTes9ngshallimmediatelyreporttothedesignatedfacility,escortedbytheemployee’sSupervisor,DepartmentHeadorotherpersondesignatedbytheMRO.

ii) WhenDepartmentHeadsorSupervisorsareselectedfortes9ng,theMROshalldesignateapersonorpersonsresponsibleforaccompanyingtheDepartmentHeadorSupervisortothetes9ngfacilitywithinthe9melineoutlineherein.ThesameprocedureswhichapplytorankandfileemployeesshallapplytoSupervisors,ForemenandDepartmentHeadswithregardtothispolicy.

iii) Inallcases,reasonablesuspiciontes9ngshalltakeplacewithinone(1)hourofthe9methatthesuspicionbecomesknown.Ifthetestisnotpreformedwithinone(1)hour,theDepartmentHeadorSupervisorshallprepareareportsta9ngthereason(s)whythetestwasnot9melyadministered.TheMROortheMRO’sdesigneewillconsideranydelayinthe9mingofthetestwheninterpre9ngtestresults.Ifthetestisnot9melyadministered,theDepartmentHeadand/orSupervisormaybesubjecttodisciplinaryac9on,inaddi9ontoanypenaltyimposedontheemployee.

iv) Failuretoundergotherequiredtes9ngwithintheabovespecified9meperiodsshallbeconsideredarefusal,unlesstheMROdeterminesthatsuchdelaywasnotdeliberate,orwascausedbycircumstancesbeyondthecontroloftheemployee.

6. PostAccidentTesting

Anyemployeeinvolvedinanaccidentduringworkinghours,opera9nganyCity‐ownedvehicle,orridingasapassengerinanyCity‐ownedvehicleinvolvedinanaccidentshallimmediatelyno9fyhisorherSupervisorwithinthirty(30)minutesoftheaccident.IftheSupervisorisunavailable,theemployeeshallno9fytheDepartmentHeadwithinthesame9meframe.Iftheaccidentoccurredduringnon‐regularworkhours,theemployeeshallcontacttheEastChicagoPoliceDepartment,219.391.8268or219.391.8267,ortheEastChicagoHealthDepartmentEmergencyCommunica9onsCenter,219.391.8467andno9fythemoftheneedforpost‐accidenttes9ng.Employeesarerequiredtono9fytheappropriateindividualorauthorityimmediatelyaoeranaccidentandmustcomplywiththe9melimitssetforthhereininthesec9onen9tled“TimeLimitsforPost‐AccidentTes9ng”.

Post‐accidentdrugandalcoholtestsshallbeperformedimmediatelyupontheoccurrenceofanyofthefollowing:

a. AnemployeeisinvolvedinamotorvehicleaccidentwhileoperaFngacityownedvehicleoranymotorvehicleduringworkhours,wheresuchaccident:

i. Resultsinafatality,orbodilyinjurytoanypartywhichrequiresimmediatemedicaltreatment;or

ii. Resultsinanydamagetoacityvehicleoranymotorvehicle;oriii. Resultsinpropertydamageasaresultofacityemployeeopera9ngavehicleor

otherequipment.

b. AnemployeesustainsaworkrelatedinjuryrequiringmedicalevaluaFonortreatment.i. Anemployeewhoisinvolvedinamotorvehicleaccidentorwork‐relatedaccidentasdescribedinthissec9onshallimmediatelyno9fyhis/herSupervisorandtheMROortheMRO'sdesignee.Iftheaccidentoccursduringnon‐regularworkinghourstheemployeeshallno9fythedesignatedrepresenta9veoftheMRObycontac9ngtheEastChicagoHealthDepartmentEmergencyCommunica9onsCenter,219.391.8467,ortheEastChicagoPoliceDepartment,219.391.8268.Employeesarerequiredtono9fytheappropriateindividualorauthorityimmediatelyaoeranaccidentandmustcomplywiththe9melimitssetforthhereininthesec9onen9tled“TimeLimitsforPost‐AccidentTes9ng”.

a. Failuretocomplywiththeno9fica9onrequirementsofthissec9onshallbeconsideredarefusaltoundergodrugandalcoholtes9ngasrequiredbytheOrdinance.Anemployeewhoissubjecttopost‐accidenttes9ngshallremainreadilyavailableforandsubmittosuchtes9ng;otherwise,theemployeemaybedeemedtohaverefusedtosubmittotherequiredtes9ng.

b. Aurine,blood,hair,and/orbreathtestforcontrolledsubstancesconductedbyanyfederal,stateorlocallawenforcementofficialhavingindependentauthorityforsuchtestshallbeconsideredtomeettherequirementsofthissec9on,providedtheresultsofsuchtestaremadeavailabletotheDirectorofHumanResources,theMROortheMRO’sdesignee.AnemployeewhoknowinglyseekstopreventtheMRO,theMRO’sdesigneeorDirectorofHumanResourcesfromreceivingthepost‐accidentdrugoralcoholtestresultsshallbedeemedtohaverefusedpost‐accidenttes9ngwithinthemeaningofthispolicy.

c. TimeLimitsforPostAccidentTesting

i. Analcoholordrugtestrequiredunderthissec9onshallbeadministeredwithinone(1)hourfollowingtheaccident.Ifthetestisnotperformedwithinone(1)hour,theDepartmentHeadorSupervisorshallprepareareportsta9ngthereason(s)whythetestwasnot9melyadministered.

ii. Inallcases,thetestshallbeadministeredassoonasprac9cable.TheMROortheMRO'sdesigneewillconsideranydelayinthe9mingofthetestwheninterpre9ngtestresults.Ifthetestisnot9melyadministered,theDepartmentHeadand/orSupervisormaybesubjecttodisciplinaryac9on,inaddi9ontoanypenaltyimposedontheemployee.

iii.Failuretoundergotherequiredtes9ngwithintheabovespecifiedperiodsfollowinganaccidentshallbeconsideredarefusalunlesstheMROdeterminesthatsuchdelaywasnotdeliberate,orwascausedbycircumstancesbeyondthecontroloftheemployee.

7. ReturntoWorkTesting

a. PrerequisiteReturntoWorkAfteraPositiveAlcoholTest

Anyemployeewhoisdeterminedtohaveaposi9vetestforalcoholandsubsequentlypar9cipatesinandcompletestheSubstanceAbuseReferralProgram,hereaoer(SARP)shallhaveanalcoholanddrugtestperformedbeforetheyareperminedtoreturntowork.ThetestshallbeperformedonadateselectedbytheDirectorofHumanResourcesandmaybeinaddi9ontoanytestrequiredbytheSARP.Asecondposi9vealcoholtestwithin5yearsoftheini9alposi9vetestwillresultinimmediatetermina9on.

b. ReturnfromLeave

Anemployeeabsentfromworkfor30daysormoreduetoaleaveofabsence,FMLA,othermedicalleaveorworker’scompensa9onrelatedleaveshallundergotes9nguponhisorherreturntowork.

8. FollowupandComplianceTesting

Anyemployeewhoisdeterminedtohaveaposi9vetestforalcoholwhopar9cipatesintheSARP,andissubsequentlycer9fiedtoreturntoworkshallbesubjecttofollow‐uptes9ng.Suchfollow‐uptes9ngshallbeperformedonarandombasisandshallbeconductedaminimumofsix(6)9mesduringthetwelve‐monthperiod.IftheMROdeterminesthatthefrequencyoftes9ngdoesnotcomplywiththerequirementsofthisoranyothersec9onofthisOrdinance,theMROortheMRO’sdesigneemayorderaddi9onaltes9ngtomeettherequirementsofthisOrdinance.Theprovisionsofthissec9onshallapplytoanyemployeewhoisrequiredtoundergofollow‐uptes9ngunderanysec9onofthisOrdinance.

C. TestingProceduresandLocation

1. TheCity'sMROortheMRO’sdesigneewillcontacttheSupervisoroftherandomlyselectedemployees,inwri9ng,toinformtheSupervisorthattheiremployeeshavebeenrandomlyselected.TheSupervisorshallsignthewrinenno9fica9onacknowledgingreceiptoftheno9fica9on,keepadepartmentalcopy,sendtheoriginaltotheMRO,andforwardacopytotheCity'sHumanResourcesDepartment(HumanResources).

2. Supervisors(orotherpersonsdesignatedbytheMRO)areresponsibleforaccompanyingselectedemployeestothetestfacilitydesignatedbytheMROortheMRO'sdesigneewithinthe9mespecifiedbytheMROordesignee,andinallcaseswithinonehourofthe9meemployeeisno9fiedofhisorherselec9onfortes9ng.WhenDepartmentHeadsorSupervisorsareselectedfortes9ng,theMROshalldesignateapersonorpersonsresponsibleforaccompanyingtheSupervisororDepartmentHeadtothetes9ngfacilitywithinthe9melineoutlineabove.ThesameprocedureswhichapplytorankandfileemployeesshallapplytoSupervisors,ForemenandDepartmentHeadswithregardtothispolicy.

Compliance

A. RefusaltoUndergoRequiredTesting

Anemployeeorprospec9veemployeewhorefusestoundergoadrugandalcoholtestrequiredbythisOrdinanceshallbeconsideredtohaveaposi9vedrugtestandshallbesubjecttotheprovisionsrela9ngthereto.ForpurposesofthisOrdinancethefollowingshallbeconsideredasarefusal:

1. Failuretopresenttothedesignatedtes9ngfacilitywithinone(I)houraoerno9fica9onoftherequirementtoundergotes9ng.

2. Failuretoconsenttotes9nguponpresenta9ontothefacilityorfailureorrefusaltocomplywithtes9ngproceduralrequirements.

3. Failuretoprovideaspecimenorsamplerequiredforthetestprocedurewithoutagenuineinabilitytoprovideaspecimenorsample(asdeterminedbyamedicalexamina9on).

4. Failuretoprovidethetestfacilitywithproofofiden9tysa9sfactorytomeettherequirementsofthetes9ngfacility.

5. Engaginginconductthatobstructsthetes9ngprocessincluding,butnotlimitedto,tamperingwithaspecimenorsampleinordertopreventavalidtestthroughsubs9tu9on,dilu9on;oradultera9onofaspecimen.

6. Failuretocomplywiththeaccidentno9fica9onrequirementsofthisOrdinanceorfailuretobetestedwithinthe9melimitsrela9ngthereto.

7. ADepartmentHeadorSupervisor’sfailuretoreportanemployee’sapparentviola9onoftheCity’ssubstanceabusepolicyshallitselfcons9tuteaviola9onofthispolicyforwhichtheDepartmentHeadorSupervisorshallbeheldaccountable.

B. ConsequencesofaPositiveTestorRefusal

Anindividualwhohasaverifiedposi9vetestresultorwhorefusestoundergotes9ngasdescribedaboveshallbesubjectthefollowing:

1. PositivePreEmploymentTestshallbeadisqualiOicationfromemployment:Ifthetestisposi9veforanindividualseekingemployment,thepersonshallnotbeemployedbytheCityandshallnotbeeligibleforemploymentforaperiodofthree(3)yearsfromthedateoftheposi9vetest.Shouldsuchpersonsubsequentlybeemployed,asacondi9onofemploymenthe/sheshallberequiredtoundergorandom,follow‐uptes9ngasdescribedhereininthesec9onen9tled“Follow‐upandComplianceTes9ng”.

2. TerminationofEmploymentasaResultofaPositiveDrugTestAnyemployeewhohasaposi9vetestresultforanyofthecontrolledsubstanceslistedhereinunder“SubstancestobeTested”shallbeterminatedfromemploymentwiththeCitywithoutfurtherno9ce.

a. Acurrent,valid,legalprescrip9onissuedinthenameoftheemployeemaybeadefensetoaposi9vetestforthesamedrugormetabolitethereof.ItshallbetheresponsibilityoftheemployeetosupplytheMROortheMRO'sdesigneewithacopyofsaidprescrip9onissuedpriortothetest,orsignreleasesenablingtheMROortheMRO'sdesigneetoobtaincopiesofsaidprescrip9onwithinonebusinessdayofMRO’sdetermina9onofaposi9vetest.

b. TheMRO,inhisorhersolediscre9on,shalldetermineiftheposi9vetestresultistheresultoftheemployee‘slegaluseofaprescrip9ondruganddeemthattheemployeehaspassedthedrugandalcoholtest.

3. EmploymentTerminationasaResultofanAlcoholTestunderCertainCircumstances

Anyemployeewithaposi9vealcoholtestresultshallbeterminatedwithoutfurtherno9ceunderthefollowingcondi9ons:

a. Aposi9vealcoholtestresultandrefusaltopar9cipateintheSubstanceAbuseReferralProgram.

b. FailuretocompleteorfailuretocomplywithanyrequirementsoftheSARPwheresuchpar9cipa9onistheresultofaposi9vealcoholtest.

c. AnEmployeewhohastwoposi9vetestresultswithinafive‐yearperiod,shallbeterminatedasaresultofthesecondposi9vetest.

d. Anemployeewhohassubminedaspecimenorsamplewhichisnothis/herownorwhichyieldstestresultsshowingthepresenceofoneormoreadulterantsorcomplyontaminantsaddedtothespecimenorsampletointerferewiththedetec9onofsubstancescontrolledunderthisOrdinance.

4. MandatoryEmployeeParticipationinSubstanceAbuseReferralProgramasaresultofaPositiveTestforAlcohol

a. Ifthealcoholtestresultisreportedposi9veforanemployee,heorsheshallbesubjecttoimmediatetermina9onunlessheorsheagreestopar9cipateinaSubstanceAbuseReferralProgram(SARP).

b. Shouldanemployeewithaposi9vealcoholtestdesiretopar9cipateinsaidprogramheorshemustno9fytheDirectorofHumanResourcesthatheorshewishestopar9cipateinsuchSARP.

c. Asacondi9onofcon9nuedemploymentwiththeCity,theemployeeshallconsenttoandundergoevalua9onbyaSubstanceAbuseProfessional(hereaoer“SAP”),andifrecommendedbytheSAP,rehabilita9on,andfurtheragreetofollow‐uptes9ngasrequiredinthesec9onofthispolicyen9tled“SubstanceAbuseReferralProgram”.TheemployeemustcompletetherequirementsofSARPassetforthhereinunlesstheSAPtrea9ngtheemployeerecommendsreturnbytheemployeetoworkwhilecomple9ngtheSARPandsuchreturnisapprovedbytheMRO.Theemployeeissubjecttoretestforalcoholordrugsbeforeheorsheisperminedtoreturntowork.

d. TheEmployeemustgivetheSubstanceAbuseProfessionalpermissiontoreleaseanytreatmentinforma9onandstatusreportstotheDirectorofHumanResources.Theemployeeisresponsibleforensuringthatanychangesintheemployee’sstatusorpar9cipa9onlevelintheSARPisreportedtotheDirectorofHumanResourceswithinoneweek.

e. Anemployeewhoelectstopar9cipateintheSARPbutfailstocompletetheSARPwillbeterminated.Intheeventtheemployeeisallowedtoreturntoworkwhilecomple9nganyoftheelementsoftheSARP,theSAPshallmakesuchevalua9onsandreportsupontheprogressoftheemployee.

C. Inconclusive,InvalidorAdulteratedTests

1. Aninconclusiveorinvalidtestshallnotbedeemedtobeasuccessfultest,andanemployeedeterminedbytheMROtohavehadaninclusivetestresultshallnotbeexemptfromfurthertes9ng.

2. Inthecaseofaninconclusiveorinvalidtest,theMROshalldetermineifthesampleshallbere‐tested,oranewtestshallbeadministeredtotheemployee.TheMROshallreviewandconsidertheemployee’svalid,legalprescrip9onswhenaposi9ve,inconclusiveorinvalidtestcouldhaveresultedfromlegallyprescribedmedica9on.

3. AtestdeterminedbytheMROtohavebeenadulteratedshallbedeemedaposi9ve,failedtest.

D. SubstanceAbuseReferralProgram

TheMROshallestablishaSubstanceAbuseReferralProgram(“SARP”).TheSARPshallincludeprogramstoassistemployeeswhohaveaposi9vealcoholtestandabstainfromfurtheruseofprohibitedsubstances.

1. Employeeswhopar9cipateinaSARPasaresultofaposi9vealcoholtestshallbeevaluatedfirstbyaSubstanceAbuseProfessional(SAP)todeterminetheappropriateinterven9ons.TheSAPshallevaluatetheemployee,anduponfindingthattheemployeerequiresassistancewithanalcoholproblemshallrefertheemployeetothetreatmentprogramdesignatedbytheMROprovidingsuchservicesorinterven9ons.Uponsuccessfulcomple9onofsuchprogramand/orinterven9ons,theSAPshallre‐evaluatetheemployee.IftheSAPdeterminesthataddi9onaltreatmentisnecessarytheemployeeshallnotbeperminedtoreturntoworkun9lsuchaddi9onaltreatmentissuccessfullycompleted.If,duringpar9cipa9oninatreatmentprogram,theemployeeisreleasedtoreturntowork,theprogramshallno9fytheemployee'sSAP,whoshallthenevaluatetheemployee,alongwithanyinforma9onprovidedbythetreatmentprogram,anddetermineiftheemployeeshallbeperminedtoreturntowork.TheSAPmayrecommendthattheemployeeundergofollow‐uptes9ngoraspecificmonitoringprotocolasacondi9onforreturningtowork,butinnoeventshallsuchfollow‐uptes9ngrequirementbelessfrequentthanthatspecifiedelsewhereinthisOrdinance.

2. TheSAPshallnotreferanemployeetotheSAP'sprivateprac9ceortoapersonororganiza9onfromwhichtheSAPreceivesremunera9onorinwhichtheSAPhasafinancialinterest.Inallcasestheprogrammustbeapprovedand/orcer9fiedbytheappropriateagencyoftheStateofIndianaortheUnitedStatesDepartmentofHealthandHumanServices.

3. Uponcomple9onoftheini9alevalua9onandthedevelopmentofatreatmentplan(includingreferral)theSAPshallprovidetheHumanResourcesDepartmentwithareportoftheevalua9on,thetreatmentplanandthereferral.Thetreatmentprogramshallalsoprovide9melyreportsofanemployee’sprogress,changesinstatusorpar9cipa9onlevelorcomple9onoftheprogramtotheSAPandtheHumanResourcesDepartment.Priortopermimngtheemployeetoreturntowork,theSAPshallprepareafollow‐upreporttotheHumanResourceDepartment.Thereportshallsummarizetheemployee'streatment,thedatesofprogrampar9cipa9on,theclinicalcharacteriza9onoftheemployee'spar9cipa9on,andshallincludeastatementthattheemployeehassuccessfullycompletedallrecommenda9onsoftheSAPandisreleasedtoreturntowork.TheSAPmayalsorecommendspecificaddi9onalfollow‐uptes9ngbeyondthatrequiredbythisOrdinance.

4. Anemployeewhopar9cipatesintheSARPmustconsenttothereleaseofinforma9onbytheSAPandthetreatmentprogramtotheDirectorofHumanResourcesasacondi9onofhisorhercon9nuedemploymentwiththeCity.Ifconsentisnotgiven,theemployeeshallbeterminatedfromemploymentwiththeCity.Further,ifanyemployeerefusestopar9cipateintherecommendedtreatmentplanordoesnotcompletethetreatmentplan,theemployeeshallbesubjecttoimmediatetermina9on.Thetreatmentplanandallprogramrequirements,including

scheduledoutpa9entsessionsortreatment,mustbesuccessfullycompleted,withoutinterrup9on,inorderfortheemployeetobeperminedtocon9nueemploymentwiththeCity.

StandardsforTesting

A. ScreeningandConOirmatoryTesting

1. Ascreeninganalysisshallbeconductedforthepresenceofsubstanceslistedunderthesec9onofthisOrdinanceen9tled“SubstancestobeTested”.Thescreeningtes9ngshallbeconductedinaccordancewiththeguidelinesoftheDepartmentofHealthandHumanServices.Ifthescreeningtestisposi9veforanyofthelistedsubstancesasecondanalysisshallbeconductedonthespecimen.Thesecond,orconfirmatoryanalysis,shallu9lizeagaschromatograph‐massspectrophotometrytechniquetodetectthepresenceandconcentra9onofthelistedsubstances.TheconfirmatorytestresultsshallbereportedtotheMROiftheanalysisyieldsresultsinexcessofthethresholdvaluessetforththesec9onofthisOrdinanceen9tled“Posi9veTestThresholdLevels”.

2. TheMROmayorderthetes9nglaboratorytoperformarou9netestofanyspecimenorgroupofspecimensforthepurposeofdetec9ngthepresenceofcontaminantsorsubstancesaddedtothespecimentoadulterateitortointerferewithlaboratorytes9ngordetec9onofcontrolledsubstances.Uponreceivinglaboratoryresultsshowinganadultera9ngcompoundorinterferingsubstancetobepresentinanyspecimen,theMROmaydisqualifythetestandthetestedindividualwillbedeemedtohaverefusedtoundergoatestrequiredbytheOrdinance.

B. PreservationofSamplesbytheLaboratory

Thelaboratoryshallmaintainalong‐termstorageofallspecimensthatarefoundtobeposi9ve.Saidspecimensshallbemaintainedinlong‐termfrozenstorageforaminimumperiodoffive(5)years.Ifthereisanydisputedmanerrela9ngtoatestoranypendingorthreatenedli9ga9onrela9ngtothetestorac9onrela9ngthereto,thenthespecimenshallbepreservedun9lallsuchmanersarefullyresolved.

C. PositiveTestThresholdLevels

1. DrugThresholds

a. ScreeningtestsshallbeconductedinaccordwiththeguidelinesoftheUnitedStatesDepartmentofHealthandHumanServicesorsuchsupplementalregula9ons,ifany,issuedinaccordancewiththeprovisionofthisOrdinanceforthesubstanceslistedinthisOrdinanceinthesec9onen9tled“SubstancestobeTested”.Aposi9veresultuponscreeningtestperformedinconformancewithsaidguidelinesorregula9onsshallrequireaconfirmatorytestofthesamespecimen.

b. Aconfirmatorytestshallbeposi9veatthelevelsprescribedbytheUnitedStatesDepartmentofHealthandHumanServicesGuidelinesappearingat49CFR§40.87(orinanysubsequentlyenactedfederalRegula9onsupersedingsuchSec9on)forthesubstanceslistedinthesec9onofthispolicyen9tled“SubstancestobeTested”ofthispolicy.Unlessotherwisestatedinsaidregula9on,aconfirmatorytestshallbedeemedtobeposi9veatthefollowinglevels:

1)Marijuana15nanogramspermilliliter(ng/ml)'

2)Cocaine150ng/ml;

3)Opiates300nanogramspermilliliter(SeeNote1);

4)Phencyclidine25ng/ml;and

5)Amphetamines500ng/ml.

6)ForScheduleI,IIandIIIdrugsunderIndianaCode35‐48‐2,thelevelforaposi9vetestshallbedeterminedbytheMROorotherwiseestablishedunderIndianaLaw.

c. Thetes9ngthresholdsprescribedbythissubsec9onshallbedeemedamendedbyreferencewhenevertheabove‐referencedregula9onsoftheUnitedStatesDepartmentofHealthandHumanServices,thesupplementalregula9onsoftheCityofEastChicago,ortheregula9onsoftheUnitedStatesDepartmentofTransporta9onwhichspecifyapplicabletes9ngthresholdsareamendedandmadeeffec9ve.

d. Aposi9vescreeningtestshallnotbedeemedtobenega9vebyreasonofthefactthatthelevelofthecontrolledsubstancefoundtoexceedthethresholdforaposi9veconfirmatorytestislessthanthethresholdlevelofsensi9vityinthecorrespondingscreeningtestforthesubstance.

2. AlcoholThresholds

a. Abreathorbloodalcoholtestyieldingaresultof0.02BACshallbeconsideredaposi9veresultforpurposesofthisOrdinance.

b. Ifascreeningtestisperformedandthereportedvalueis0.02orgreater,aconfirmatorytestshallthenbeperformedu9lizinganeviden9al‐gradebreathanalysisdevice.Aconfirmatorytestof0.02orgreatershallbereportedasposi9ve.

D. SpecimenCollection;TransportationofEmployees

1. UnlessotherwisespecifiedinthisOrdinance,collec9onofspecimenshallcomplywiththeproceduresestablishedbytheUnitedStatesDepartmentofTransporta9onandtheUnitedStatesDepartmentofHealthandHumanServicessetforthin73FR§71858“MandatoryGuidelinesforFederalWorkplaceDrugTes9ngPrograms”availableathnp://edocket.access.gpo.gov/2008/pdf/e8‐26726.pdforsuchfutureregula9onwhichmaysupplantorreplacesuchprocedures.

2. Specimensshallbecollectedatacollec9onsitedesignatedandapprovedbytheMRO.Allemployeeswhoundergotes9ngundertheprovisionofthisOrdinanceshallbetransportedtothespecimencollec9onsitebytheemployee'sDepartmentHeadorbyaSupervisordesignatedbytheemployee'sDepartmentHead.

3. Anotherwisevalidtestresultshallnotbedeemedtobeinvalidintheeventanemployeeistransportedtothecollec9onsitebysomeoneotherthanthepersonneloutlinedintheaboveparagraph.

E. SpecimenIntegrity

Thespecimenshallnotbeconsideredvalidifthetemperatureofthespecimenisoutsidetherangesetforthin42CFR40[seehnp://www.gpoaccess.gov/cfr/].Inthisevent,asecondspecimenshallbeobtainedassoonaspossible,andineverycasewithintwobusinessdaysunderthedirectobserva9onofacollec9onsitestaffpersonofthesamegenderastheemployeebeingtested.

Whenevercollec9onsitepersonnelortheMROhavereasontobelievethataspecimenhasbeensubs9tutedorotherwisealteredoradulterated,asecondspecimenwillbeobtainedunderobserva9onassoonaspossibleatthecollec9onsite,andineverycasewithintwobusinessdaysofthedetermina9onthattheoriginalsamplehasbeensubs9tuted,alteredoradulterated.

F. AdulterationorTamperingwithSpecimen

Whenaspecimenisreportedtocontainasubstancewhichmayinterferewiththelaboratoryanalysisforaprohibitedsubstance,orotherforeignsubstance,theMROshallreviewthelaboratoryresultsanddeterminethenatureoftheforeignsubstance.TheMROortheMRO'sdesigneeshallinves9gatetodetermineiftheforeignorinterferingsubstancecouldbearesultofmedicaltherapy,aphysiologicabnormalityoradeliberateadultera9onofthespecimen.IftheforeignorinterferingsubstanceisjudgedbytheMROtobeananemptatdeliberateadultera9ontheMROshallreportthespecimentobeadulterated.Thisshallbeconsideredarefusalbytheemployeeorapplicanttoundergotherequiredtestasdefinedinthesec9onofthisOrdinanceen9tled“RefusaltoUndergoRequiredTes9ng”.

G. PrivacyinDrugTestingEmployeesandapplicantssubjecttodrugandalcoholtes9nginaccordancewiththisOrdinanceshall beaffordedreasonableprivacyinthespecimencollec9onprocess.

H. MedicalReviewandMedicalReviewOfOicerTheCityofEastChicagoHealthOfficer,aPhysicianlicensedtoprac9ceinthestateofIndianaandthusqualifiedtoreceiveandinterpretconfiden9almedicalrecordsandtoadministerthispolicy,shallserveastheMedicalReviewOfficer.

1. TheMedicalReviewOfficer(MRO)shallreceivealldrugtestresults.TheMROshallreviewandinterpretconfirmedposi9vetestresultsreportedbythelaboratory.Inperformingthisreview,theMROshallexaminealternatemedicalexplana9onsforanyposi9vetest.Thismayincludeconduc9ngamedicalinterview,areviewoftheindividual'smedicalhistoryorareviewofanyotherrelevantbiomedicalfactors.TheMROshallreviewandconsideranyvalid,legalprescrip9onwhenaposi9vetestcouldhaveresultedfromlegallyprescribedmedica9on.

2. TheMROshallprovidetheemployeeanopportunitytodiscussthetestresultsbeforeafinaldetermina9onismadebytheMRO.Amedicallylicensedpersonunderthedirec9onoftheMROmaymakeini9alcontactwiththeemployeeandmaygatherinforma9onfromtheemployeeandexplaintherequirementsofthisOrdinance.

3. Addi9onally,theMRO,aoerreviewofreports,specimendocumenta9on,chainofpossessiondocumenta9on,qualitycontroldata,mul9plesamplesand/ortests,andotherrelevantdata,maydeterminethattheresultisscien9ficallyinsufficientforfurtherac9onandclassifytheresultasnega9ve,ormaydirecttheDirectorofHumanResourcestohavetheindividualretested.

4. TheMROshallworkwiththeHumanResourcesDepartmenttodeveloptrainingprogramsormaterialsnecessaryfortheimplementa9onofthispolicy.

5. TheMROmaydesignateamedicallylicensedindividualtoactashisorherdesigneefortheorderingoftests,selec9onofemployeestobetested,andreceiptoftestresults,orotherdu9esspecifiedunderthispolicy.Thispersonmustactunderthesupervisionof,andreportdata,testresultsreceived,decisionsmadeorotherper9nentinforma9ontotheMRO.TheMROshallbethefinalauthoritywithregardtoanydetermina9onsmadeunderthissec9on.

NoticeandTraining

A. SupervisorTraining

TheMROandHumanResourcesDepartmentshalldevelopatrainingprogramtoassistSupervisorypersonneliniden9fyingdrugandalcoholabuseamongemployeesandoncompliancewiththeproceduresoutlinedinthispolicy.Suchtrainingwillbedirectedtoward

helpingSupervisorsrecognizetheconductandbehaviorthatgivesrisetoareasonablesuspicionofdrugoralcoholuse,properlyinformemployeesoftherequirementsandproceduresrela9ngtotheDrugTes9ngProgram,andhelpSupervisorypersonnelunderstandtheirresponsibili9esinimplemen9ngthispolicy.

B. CoordinationofTesting

TheMROandtheMRO'sdesigneeareherebydirectedandauthorizedtoadministerthetes9ngofpersonsfordrugsandalcoholasrequiredhereinandshallassistinthetrainingofSupervisorsasrequiredherein.Allmanersrela9ngtopersonneladministra9onshallbetheresponsibilityoftheDirectorofHumanResources.Implementa9onofthetechnicalaspectsofdrugandalcoholtes9ngshallbeunderthesupervisionanddirec9onoftheMROandtheMRO'sdesignee.

C. NoticetoEmployees

TheHumanResourcesDepartmentshallprovidewrinenno9ceofalldrugandalcoholpolicies,includingthistes9ngpolicy,toallemployees.Theno9cesshallcontain,asaminimum,thefollowing:

1. TheCitypolicyregardingdrugandalcoholabuseanddrugfreeworkplace;

2. Theneedfordrugandalcoholtes9ng;

3. Thecircumstancesunderwhichtes9ngmayberequired;

4. Theprocedureforconfirminganini9alposi9vedrugtestresult;

5. Theconsequenceofaconfirmedposi9vetestresult;

6. Theconsequenceofrefusingtoundergoadrugandalcoholtest;

7. Therighttoexplainaposi9vetestresultandtheappealproceduresavailable;and

8. TheavailabilityofSubstanceAbuseReferralProgram.

DeliveryofacompletecopyofthisOrdinancetoemployeesshallbedeemedsufficienttocomplywiththissec9on.CopiesshallalsobekeptonfileintheHumanResourcesDepartmentandmadeavailabletoemployeesuponrequest.

D. ReportingofConOirmedPositiveTestResults.

TheMROortheMRO'sdesigneeshallreportallresultstotheDirectorofHumanResources,whoshallthenins9tutesuchac9onasmayberequiredbythisOrdinance.Resultsofposi9vetestsforPoliceDepartmentpersonnelandFireDepartmentpersonnelshallbecommunicatedtotheChiefoftherespec9vedepartment.TheChiefshallthenins9tutesuchac9onsasarerequiredbythisOrdinance.

RightsandResponsibilities

A. RighttohaveSpecimenRetested.Anemployeeorapplicantwhoseconfirmatorytestasdescribedhereinisreportedasposi9vemay,attheemployee'sorapplicant'sownexpense,haveanaddi9onalindependenttestconductedonapor9onofthesamesampleatalaboratorycer9fiedbytheUnitedStatesDepartmentofTransporta9onortheUnitedStatesDepartmentofHealthandHumanServicestoperformsuchdruganalysis.TheresultsofsuchanalysisshallbeforwardeddirectlytotheMROortheMRO'sdesigneewho,aoerreviewingsame,shallreporttheresultstotheHumanResourcesDepartment.TheHumanResourcesDirectorshallthendeterminetheappropriatecourseofac9ontobetakenasaresultofsaidretes9ng.

B. RightofAppealofActionstakenunderthisOrdinance.1. Ifanemployee(whoisnotapoliceofficerorfirefighter)isreportedtohaveaposi9vetestresult

andpersonnelac9onasdescribedhereinhasbeentaken,theemployeemayrequestahearingwithinten(10)daysofno9fica9onofsuchac9on.Suchrequestshallbemadeinwri9ngtotheBoardofPublicSafety,whoshallhearsuchappealandmakeafinaldetermina9oninthemanerinkeepingwiththisOrdinanceandapplicableCityofEastChicago,StateandFederalLaw.TheBoardshalldeliverwrinenno9ceofthehearingtotheemployeeinpersonorbyacer9fiedlenersenttohisorherlastknownaddress.Saidno9ceofhearingshallbedeliveredtotheemployeewithinthirty(30)daysofreceiptofthewrinenrequestforhearing.Theno9ceshallinformtheemployeeoftheplace,dateand9meofsuchhearingandshallinformtheemployeeofthehearingprocedureandhisorherrightsinsuchprocedure,includingtherighttoberepresentedbylegalcounsel.

2. ThehearingshallbeconductedbasedupontheguidelinessetforthintheIndianaCodeorprovidedbytheCityCorpora9onCounsel.Withinthirty(30)daysfollowingthecloseofthehearing,theBoardshallissueawrinendecisionandabriefsummaryofthefactsandevidencesuppor9ngthatdecision.

C. RightofAppealforPoliceOfOicersandFireFightersAc9onstakenunderthisOrdinancemaybeappealedbypoliceofficerstotheBoardofSafetyandbyfirefighterstotheFireCivilServiceCommission.SuchappealshallbemadeinaccordancewiththepoliciesandproceduresestablishedbytheBoardofSafetyandFireCivilServiceCommission.

D. PreservationofInformationandRecordsAlllaboratorytestresultsandreportsofbothposi9veandnega9vetestsshallremaininthepossessionoftheMROortheMRO’sdesignee,whoshallretainthemforaminimumperiodoften(10)years.UponrequestfromtheDirectorofHumanResources,theLaboratorytestresults,alongwithallinforma9onobtainedbytheMROordesigneeindeterminingifanindividualtestisreportedasposi9ve,shallbemadeavailableforinspec9onbytheDirectorofHumanResources.

E. ConOidentialityRequirementsAllinforma9onrela9ngtoanemployee'sorapplicant'sdrugandalcoholtestisconfiden9al.Allrecords,reportedtestresultsandotherinforma9onrela9ngtodrugandalcoholtes9ngshallbekeptinlockedfilecabinetslocatedinasecureareawithaccesslimitedtopersonnelinvolvedintheadministra9onofthisOrdinance.Disclosureoftestresultstoanyperson,agencyororganiza9onotherthantheappropriatecityofficialorstateorfederalagencyhavingappropriatejurisdic9on,isprohibitedunlessspecificwrinenauthoriza9onisobtainedfromtheemployeeorapplicant.AnyemployeeoftheCitywhoviolatesthissec9onoranyprovisionsofHIPAAbydisclosingtestresultsorotherinforma9onrela9ngthereto,shallbesubjecttoimmediatetermina9on.

F. ResponsibilityofDepartmentHeadsandSupervisorsDepartmentHeadsandSupervisorsareresponsibleforabidingbytheconfiden9alityrequirements,9melimits,repor9ngrequirements,andotherresponsibili9esoutlinedinthisOrdinanceaswellasfollowingthedirec9onoftheMRO,orDirectorofHumanResources.ADepartmentHeadorSupervisor’sfailuretoassistintheimplementa9onandenforcementofthisOrdinanceincludingthefailuretoreportanemployeewhoisreasonablysuspectedofbeinginviola9onofthisOrdinanceshallitselfcons9tuteaviola9onforwhichtheDepartmentHeadorSupervisorshallbeheldaccountable.

G. IndemniOicationandDefenseofActionsTheCityshalldefendandindemnifytheMROandhisorherdesignee,theDirectorofHumanResourcesandhisorherdesignee,personnelundersupervisionoftheMROorHumanResourcesDirector,cityofficials,orcityemployeesinvolvedintheadministra9onofthisOrdinanceinanyli9ga9onoradministra9veproceedingresul9ngfromorrela9ngtotheadministra9veproceedingsundertakenpursuanttothisOrdinance.

H. MonitoringofTestingFrequencyTheMedicalReviewOfficershallmonitorthefrequencyoftes9ngandthetes9ngofindividualsrequiredbythisOrdinance.Ifatany9metheMROdeterminesthataddi9onaltes9ngisnecessarytocomplywiththerequirementsorintentofthisOrdinance,theMROortheMRO'sdesigneeshallini9atesuchaddi9onaltes9ng.Suchaddi9onaltes9ngshallbeorderedbytheMROinanunbiasedandimpar9almanner.

EffectandImplementation

A. RepealofPreviousPoliciesandProcedures.Allpreviouspoliciesandproceduresrela9ngtodrugandalcoholtes9nginconflictwithanyprovisionofthisOrdinanceareherebyrepealed.

B. SeverabilityIntheeventthatanycourtorotheren9tyhavingjurisdic9ondeterminesanyprovisionofthisOrdinancetobevoidorinvalid,suchdetermina9onshallnotaffectallotherprovisionsofthisOrdinance,whichshallremaininfullforceandeffect.

C. SectionTitlesandHeadingsSec9on9tlesandotherheadingsareincludedinthisOrdinanceforreferencepurposesonlyandarenottobeconsideredasalegalorbindingcomponentofthisOrdinance.

D. PromulgationofProcedures,RulesandRegulationsTheDirectorofHumanResourcesorMedicalReviewOfficermayproposerulesandregula9onsthatarenecessaryfortheimplementa9onofthisOrdinance.Suchproposedrulesandregula9onsmaybeconsideredbytheexecu9veoftheCityandthosefoundnotbeinconflictwiththisOrdinancemaybeissuedasanExecu9veOrdersignedbytheMayor.OncesignedbytheMayor,saidrulesshallbebindingupontheemployeesoftheCity.

E. EffectiveDateThisOrdinanceshalltakeeffectfioeen(15)daysaoerpassagebytheCommonCounciloftheCityofEastChicagoandapprovalbytheMayoroftheCityofEastChicago.Duringthisfioeen(15)dayperiod,theDirectorofHumanResourcesshalldistributethisOrdinanceandrelatedinforma9ontoallemployeesoftheCityofEastChicagoanditsdepartments,agenciesandpoli9calsubdivisionswhoaresubjecttotheprovisionsofthisOrdinance.

F. ImportantContactInformation*1. ForInforma9onrelatedtotheSubstanceAbusePolicy,tes9ng,ortoreportreasonablesuspicion

ofaviola9onofthisOrdinanceorawork‐relatedvehicleorotheraccident:

HumanResources:(219)391‐8479EastChicagoHealthDepartment:(219)391‐8258EastChicagoHealthDepartmentCommunica9onsCenter:(219)391‐8467

2. Numberstocallincaseofanaccidentinvolvingacity‐ownedvehicleorothervehicleduringworkhours(inaddi9ontothenumberslistedaboveandtheDepartmentHeadorSupervisor):

Emergency:• Call911• EastChicagoEmergencyCommunica9onsCenter:(219)391‐8268

Non‐Emergency:• EastChicagoPoliceDepartment,(219)391‐8400or(219)391‐8268.

*Notethatthephonenumberslistedabovearesubjecttochange.

CityofEastChicago,Indiana

SubstanceAbusePolicy

EmployeeHandbook

AcknowledgmentForm

I hereby acknowledge that I have received a copy of the City of East Chicago Substance Abuse Policy Manual, passed into law as East Chicago City Ordinance 11-0023. I understand and acknowledge that this policy is the law of the City, and applies to me during my term of employment with the City of East Chicago.

I understand that the purpose of this Policy is to protect the health and safety of the public and City employees, including myself.

I understand that it is my responsibility to familiarize myself with the information contained in the Substance Abuse Policy Manual. I understand that I am obligated to comply with the policies, procedures and rules detailed in the Substance Abuse Policy Manual. I understand that this policy replaces all previous City-wide Substance Abuse Policies, but that it does not supersede more stringent policies in effect in certain City departments (such as U.S. Department of Transportation regulations, which apply to East Chicago Bus Transit).

I understand that this policy applies to all employees regardless of whether of this acknowledgement is signed by any individual employee or kept on file by the City.

_____________________________Employee Name (Please Print)

_____________________________ ______________Employee Signature Date

_____________________________ ________________________Department Head/Supervisor Title

_____________________________ ______________Human Resources Date Received

substance abuse policy employee handbook

Documents

get relief from substance abuse via substance abuse rehab

kansas substance abuse epidemiological indicators · pdf...

implementation guidelines substance abuse policy substance...

department of juvenile justice substance abuse treatment ......

southern west virginia substance abuse treatment...

arizona substance abuse recommendations · arizona...

army substance abuse program army substance abuse program...

drug free workplace employee training. objectives 1.provide...

substance abuse

army substance abuse program and employee assistance program

chapter 10: substance abuse€¦ · chapter 10: substance...

substance abuse policy and employee assistance program local...

substance abuse policy and substance abuse...

substance abuse. substance abuse, dependence, withdrawal,...