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

i

..................................................................................................................................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

ii

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”.



http://edocket.access.gpo.gov/2008/pdf/e8-26726.pdf




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