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DRAFT F. 2. Post Accident - Required immediately after an accident as specified in this Section of the HRS Handbook. 3. Reasonable Suspicion - A supervisor must require an employee to take a test if the supervisor has reasonable suspicion to believe the employee has violated alcohol or drug prohibitions. Only one supervisor is required to make the observations necessary to require the drug or alcohol test. A written record of the observations must be kept. a. If controlled substance and alcohol testing is not administered within two (2) hours of the observation, a written record must be kept stating the reasons for the delay. Ifit is not administered within eight (8) hours, the supervisor must cease attempts to administer the test and a written record stating the reasons for not testing which will be maintained in the Personnel Department. b. As noted in Section 17.9 of this Policy, all supervisors will receive a minimum of one (1) hour of controlled substance and alcohol abuse training. 4. Safety Sensitive Employees - As noted in Section 17.9 of this Policy, special requirements apply to employees occupying safety-sensitive positions. MEDICATION EXCEPTION - Exceptions to the use or consumption of controlled substances while on City business or on City property may be granted if: 1. the controlled substance is prescribed as a medication for the user by a licensed physician. 2. the medication is being used in the manner for which it was intended. 3. the employee's ability to safely and successfully perform the essential functions of the job is unaffected by use of the medication. 4. for medications which may affect the employee's ability to safely and successfully perform the essential functions of the job, the employee's supervisor is notified in advance by the employee that the employee will be using the medication. Notification to the supervisor requires written documentation from the physician which states how the prescribed medication will affect the employee's ability to successfully perform the essential functions of the job and if use of the medication while performing these functions will put the employee, fellow workers, or others in immediate danger. Based on the physician's recommendations, the supervisor will then determine if the employee may continue to work while taking the medication or what conditions or restrictions must be placed on the employee while working. This information will be kept in the employee's medical file in the Personnel Department. 52 Rev. 10/27/04