Laserfiche WebLink
<br /> <br />G. Once the need for reasonable suspicion testing has been established and the decision <br />to require testing has been made, the Personnel Department is to be notified <br />immediately. The employee's immediate supervisor will: <br /> <br />1. Arrange for transportation and accompany the employee to the medical <br />facility for the test. <br /> <br />2. Arrange transportation for the employee from the medical facility to the <br />employee's home immediately following the test. <br /> <br />3. Advise the employee that the employee will be contacted as soon as reasonably <br />possible regarding the test results. <br /> <br />H. The supervisor will be responsible for ensuring that screening procedures listed in <br />the Controlled Substance and Alcohol Abuse Policy are followed. <br /> <br />I. If the employee refuses to consent to controlled substance and alcohol testing, the <br />employee should be reminded that refusal to test is considered the same as failing the <br />test. If the employee still refuses to consent to testing, the supervisor will <br />immediately arrange transportation for the employee to the employee's residence. <br />The employee will be advised that as soon as a decision is made regarding <br />employment/disciplinary status, the employee will be contacted. <br /> <br />J. As soon as reasonably possible, and upon receipt of the test results, a Personnel <br />Department Representative, the Director, Manager and immediate supervisor will <br />confer as to the appropriate discipline, if any, return to work requirements, or other <br />appropriate employment status decisions to be implemented. The City Manager <br />may, at the Manager's discretion, participate in these discussions or review the <br />decisions made. The employee will be advised accordingly. <br /> <br />78 <br /> <br />Revised 01-25-05 <br />