(A) The city encourages personnel to seek help if they feel they have a problem with drug or alcohol misuse before it becomes a matter of discipline with the city. The city will assist any employee who voluntarily discloses to the city that he/she believes that he/she has a drug or alcohol problem in seeking professional help to address his or her problem. This voluntary step of self-identification is the responsibility of the individual and, with the exception of certain conditions, will alleviate the requirement for disciplinary action if brought to the city’s attention prior to any testing conducted by the city. Upon disclosure of a problem to city personnel, the employee will be removed from all safety- sensitive areas without pay until completion of the following rehabilitation steps are met.
(B) To be able to be returned to a CDL position or a non-regulated position with the city, the following steps must be completed:
(1) Complete an initial evaluation with a SAP (substance abuse professional).
(2) Complete any rehabilitation and/or education recommended by the SAP.
(3) Complete a second evaluation with the SAP and obtain written confirmation of satisfactory progress and/or completion of all recommendations.
(4) Complete a return-to-duty test that is issued with a negative result.
(5) As a condition of continued employment, the employee will be required to submit to a minimum of six unannounced follow up tests in the next 12 months after returning to work.
(C) Follow-up testing is separate from and in addition to the city’s reasonable suspicion, post-accident, and random testing procedures. The schedule for follow-up testing shall be unannounced and in accordance with the instructions of the SAP.
(D) The employee will be responsible for all costs associated with this process. If the employee makes no commitment to overcoming the problem and achieving a satisfactory level of performance, attendance, or behavior, then termination of employment will result.
(Ord. 13-33, passed 11-14-13)