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474 <br />Attachment 4 <br />GUIDELINES FOR HANDLING EMPLOYEES AT WORK <br />OR ATTEMPTING TO REPORT TO WORK IN VIOLATION OF <br />THE CONTROLLED SUBSTANCE & ALCOHOL ABUSE POLICY <br />Supervisory and managerial staff must be alert to detect employee violations of this Policy. <br />The observed reduced ability to perform work in a safe and productive manner, observed <br />aberrant behavior, and any detectable amount of alcohol or controlled .substances'found in <br />the work place will usually be factors triggeringA.reasonable cause to believe a violation of <br />this Policy has occurred or is occurring. Consequently, supervisors and managers will be <br />trained to identify alcohol and controlled substances, as well as taught the common physical <br />signs of persons using such substances. The City expects supervisors and managers to act in <br />accordance with these guidelines when they develop a reasonable good faith belief that a <br />violation of the Policy has occurred. <br />In the event of such reasonable good faith belief, supervisors and management officials <br />should accomplish the following: <br />A. Address the employee in a reasonable, quiet, and professional manner. DO NOT <br />USE FORCE. If the employee presents a clear, immediate or substantial risk to the <br />safety and well-being of the employee or to others, then appropriate action must be <br />taken to protect that employee and others. <br />B. Take possession of any suspected contraband in plain view. If the employee refuses <br />to turn over the suspected contraband, DO NOT USE FORCE, but inform the <br />employee that continued refusal to do so may be grounds for discharge. Make sure <br />the employee does not dispose of the suspected contraband, if at all possible. Put any <br />suspected contraband in clean containers and mark them for future identification <br />and testing. <br />C. Escort the employee from the work place to a private office. Never allow the <br />employee to continue to work. <br />D. Notify the Division or Department Director and the Personnel Department of the <br />situation and secure instructions regarding the requiring of a medical <br />examination/controlled substance and alcohol abuse screening, including the <br />specifics of such action if same is to be undertaken. <br />E. If at all possible, have another supervisor present to witness the employee's behavior. <br />F. Conduct an interview with the involved employee, utilizing the attached Employee <br />Interview Sheet. During this interview, give the employee a chance to explain the <br />situation. <br />77 Revised 01 -25 -05 <br />