(a) A supervisor who has reasonable suspicion to believe an employee has ingested, inhaled or injected an illicit drug or has ingested an alcoholic beverage prior to duty or while on duty must:
(1) Prohibit the employee from working or continuing to work.
(2) Notify the department head and/or the City Manager and request a personal observation and review of specific objective instances of employee conduct to confirm that reasonable suspicion exists. The employee may not be subject to testing without the confirmation of reasonable suspicion by the department head and/or the City Manager.
(3) Transport the employee to the designated medical facility identified by the City. After testing, arrangements should be made for safe transportation to the employee's residence or a place selected by a relative or friend of the employee.
(4) Prepare appropriate documentation and take appropriate disciplinary action.
(5) If facts and circumstances warrant, the employee may be encouraged to voluntarily consult the City Manager about utilizing the Employee Assistance Program in addition to disciplinary action.
(6) All employees who either admit to or have been positively tested for drug and alcohol abuse may enter a treatment program for their particular problem. Those employees who fail to follow through with treatment may be subject to disciplinary action which could include discharge.
(b) Supervisors are prohibited from demanding or encouraging drug or alcohol testing without reasonable suspicion. Willful disclosure of test results to persons not involved in the disciplinary procedure may merit appropriate disciplinary action which could include discharge of the individuals disclosing the information.
(Ord. 12-90. Passed 5-15-90.)