For the purpose of this chapter, the following definitions shall apply unless the context clearly indicates or requires a different meaning.
ALCOHOL. Ethyl alcohol (ethanol) and includes distilled spirits, wine, malt beverages, and intoxicating liquors.
ALCOHOL ABUSE. An employee shall be determined to be under the influence of alcohol if the employee’s normal faculties are impaired due to the consumption of alcohol or the employee blood alcohol level is 0.045 or higher.
DRUG TESTING. Any chemical, biological, or physical instrumental analysis for the purpose of determining the presence of an illegal drug or its metabolites, including alcohol. DRUG TESTING may require the collection of blood, urine, breath, saliva, or hair of an employee or job applicant.
(1) INITIAL DRUG TEST. A screening procedure of the blood and urine or employees and job applicants for the presence of alcohol and illegal drugs in accordance with the state drug free work-place program and appropriate state administrative rules. All levels equal to or exceeding the following shall be reported as positive:
Alcohol 0.05 G%
Amphetamines 1,000 NG/ML
Cannabinoids 100 NG/ML
Cocaine 300 NG/ML
Phencyclidine 25 NG/ML
Methaqualone 300 NG/ML
Opiates 300 NG/ML
Barbiturates 300 NG/ML
Benzodiazepines 300 NG/ML
Synthetic Narcotics:
Methadone 300 NG/ML
Propoxyphene 300 NG/ML
(2) CONFIRMATION TEST. A second test of all specimens identified as positive on an initial test in accordance with the state drug free workplace program and appropriate state administrative rules. All levels equal to or exceeding the following shall be reported as positive:
Alcohol 0.05 G%
Cannabinoids 15 NG/ML
Cocaine 150 NG/ML
Phencyclidine 25 NG/ML
Methaqualone 150 NG/ML
Opiates 300 NG/ML
Barbiturates 150 NG/ML
Benzodiazepines 150 NG/ML
Synthetic Narcotics:
Methadone 150 NG/ML
Propoxyphene 150 NG/ML
(3) METHODOLOGY. Specimens for drug testing will be collected, handled, maintained, and tested in accordance with the state drug free workplace program and the appropriate administrative rules. Urine will be used for the initial and
confirmation tests for all drugs except alcohol. Blood will be used for the initial and confirmation tests for alcohol.
DRUGS. Alcohol, amphetamines, cannabinoids, cocaine, phencyclidine (PCP), hallucinogens, synthetic narcotics, designer drugs, or a metabolite of any of the substances listed above.
EMPLOYEE. An individual who works for the city on a full-time basis and receives compensation.
ILLEGAL DRUGS. Any drug(s) which is not legally obtainable, which may be legally obtainable but has not been legally obtained, or which is being used in a manner or for a purpose other than as prescribed.
JOB APPLICANT. A person who has applied for a position with the city and has been offered employment conditioned upon successfully passing a drug test.
LEGAL DRUG. Prescribed drugs and over-the-counter drugs which have been legally obtained and are being used solely for the purpose for which they were prescribed or manufactured.
MEDICAL REVIEW OFFICER or MRO. A licensed physician with knowledge of prescription drugs, pharmacology, and toxicology of drugs, who is responsible for receiving and reviewing all positive confirmed test results and who is responsible for contacting all individuals who test positive in a confirmation test to inquire about possible medications which could have caused a positive result.
POSITIVE CONFIRMED TEST FOR CON- FIRMATION TEST. A second procedure which confirms a positive result from an initial drug test.
PRESCRIPTION or NON-PRESCRIPTION MEDICATION. A drug or medication obtained pursuant to a prescription as defined by F.S. § 893.02, or a medication that is authorized pursuant to a federal or state law for general distribution and use without a prescription in the treatment of human diseases, ailments, or injuries.
REASONABLE SUSPICION DRUG TESTING. Drug testing based on a belief that an employee is using or has used drugs in violation of this policy, drawn from specific, objective, and documented facts and reasonable inferences drawn from those facts in light of experience. Among other things, such facts and inferences may be based upon:
(1) Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug.
(2) Abnormal conduct or erratic behavior while at work or a significant deterioration of work performance, either or both of which are recognized symptoms of alcohol or drug abuse and which are not adequately explained by the employee or are not related to the employee’s working conditions.
(3) A report of drug use, provided by a reliable and credible source, which has been independently corroborated. (Test direction form shall be used.)
(4) Evidence that an employee has tampered with a drug test during his employment with the current employer.
(5) Information that an employee has caused or contributed to an accident while at work.
(6) Evidence that an employee has illegally used, possessed, sold, solicited, or transferred drugs while working or while on the city’s premises or while operating a vehicle, machinery, or equipment of the city.
SPECIMEN. A tissue or product of the human body, including blood, urine, saliva, or hair, capable or revealing the presence of alcohol and/or illegal drugs or their metabolites.
(Ord. 1248, passed 1-7-98)