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<br /> <br /> <br /> <br /> <br /> <br /> D. DEFINITIONS <br /> (1) Alcohol means any beverage containing more <br /> than one-half ot one percent of alcohoi by volume which <br /> is capable of use {or beverage purposes, either when <br /> alone or when diluted. <br /> <br /> (2) Drug means a controlled substance, controlled <br /> substance analogue, narcotic drug or opiate as defined <br /> in Schedules 1 through V and Penalty Groups 1 through 4 <br /> oi the Texas Controlled Substances Act, and/or Section <br /> 202, Schedules I through V of the Federal Controlled <br /> Substance Act, and/or dangerous drug as defined by <br /> Section 483.001 of the Heal.th and Safety Code if <br /> obtained and/or used without a valid prescription for <br /> the user. These include but are not limited to <br /> marijuana, hashish, cocaine, heroin, morphine, codeine, <br /> amphetamines, barbiturates and hallucinogens and <br /> substances chemically similar to these drugs. <br /> (3) Drug testing means collection cf a urine <br /> specimen by medical personnel and a laboratory analysis <br /> of that specimen by Enzyme Immunoassay (EMIT) screening <br /> and if the results are positive, confirmatory testing <br /> using the Gas Chromatography/Mass Spectrometry (GC/MS) <br /> methods and procedures, or other medically acceptable <br /> technology dzemed appropriate by the City of Paris. <br /> (4) Alcohol testing means testing for blood <br /> alcohol content by a breathalyzer instrument device or <br /> drawing or collectirg a blood or serum sample suitable <br /> for laboratory analysis. <br /> (5) Employee shall mean a11 regular, full-time, <br /> part-time, seasonal, and temporary employees and <br /> reserve fire and peace officers. <br /> (6) Department Head, Assistant Department Head or <br /> Division Manager means those classifications in the <br /> City organization listed iri Appendix A. <br /> (7) Reasonable suspicion means: <br /> (a) a conclusion based on good information <br /> and belief produced by a credible and reliable <br /> person with knowledge ot an employee's possession <br /> or use of drugs or alcohol in violation of law or <br /> policy, or <br /> <br /> (b) a conclusion based on personal <br /> observation that an employee's conduct is such <br /> that his ability to satisfactorily perform his job <br /> duties is or may be impaired, due to use of drugs <br /> or alcohol. Such inability to perform may <br /> include, but is not- limited to, a noticeable <br /> change in the employee's performance level, <br /> impdired judgment or reasoning, a noticeable <br /> change in his level of attention, behavioral <br /> changes or decreased ability of the senses. <br /> Physical characteristics indicating reasonable <br /> suspicion may be, among others, a pattern of abnormal <br /> or erratic behavior, physical symptoms (i.e., glassy or <br /> bloodshat eyes, slurred speech, unsteady gait, poor <br /> caordination or reflexes) or direct observation of drug <br /> or alcohol use. <br />