Agenda Item # ______
Columbus Consolidated Government
Council Meeting
_______, 2009
Agenda Report #______
TO: Mayor and Council
SUBJECT: Alcohol and Drug Free Workplace Policy
INITIATED: Human Resources Department
Recommendation: Approve an ordinance amending Human Resources Policy Number
220-506 (Alcohol and Drug Free Workplace Policy) adopted by Ordinance No.
01-101 by adding an expanded definition for ?Safety Sensitive Position? under
Section III (Basis for Testing for Drugs or Alcohol/Random Testing), and adding
and new table, Table D-2 Dilute/Adulterated Drug Test Results and Required
Actions under Section IV (Testing Procedures).
Background: On January 16, 1990 Columbus Council adopted the City?s first Drug
Free Workplace Policy, with a revision of this policy adopted on July 6, 1993,
and the last revision adopted on October 16, 2001. The proposed revision
expands the definition of Safety Sensitive Position and adds a new table, Table
D-2, Dilute/Adulterated Drug Test Results and Required Actions.
Analysis: The current Alcohol and Drug Free Workplace Policy has been effective
in addressing various incidents of employee and applicant drug/alcohol use and
abuse. By expanding the definition of ?Safety Sensitive Position,? the revised
policy will enhance the City?s ability to protect employees and citizens when
employees are assigned City vehicles including all motorized vehicles and when
employees use, operate and/or perform maintenance, installation and/or repair
of City property.
Current definition for Safety Sensitive Positions: Are those positions in which
employees are assigned a City vehicle and/or required to drive a City vehicle
to perform their job duties.
Recommended expanded definition for Safety Sensitive Positions: Are those
positions in which (1) employees are assigned a City vehicle and/or required to
drive a City vehicle to perform their job duties. City vehicles include all
motorized vehicles; by example, cars, heavy duty and small trucks, dump trucks,
fork-lift, Zamboni, tractors, golf carts, riding lawn mowers and other special
operating vehicles; or (2) employees who use, operate and/or perform
maintenance, installation, and/or repair of City property, vehicles, and/or
equipment, including but not limited to electrical work, carpentry work,
welding, using power tools and equipment, set up and/or assembly of stage
equipment or bleachers or performing other similar jobs where a collapse or
malfunction could cause serious injuries to themselves, other employees, the
public and/or significant loss or destruction of property or resources.
By adding Table D-2, Dilute/Adulterated Drug Test Results and Required Actions
under Section IV (Testing Procedures), this will address an area not covered in
the current policy and it will enhance our ability to address the current
methods used by employees and applicants to avoid positive drug test results.
TABLE D-2
DILUTE/ADULTERATED DRUG TEST RESULTS AND REQUIRED ACTIONS
Test Result Action Required
Positive Dilute A Positive Dilute test result will be considered a positive test
Negative Dilute and Adulteration Test Results
METRA PersonnelMETRA personnel that are subject to FTA and/or DOT requirements
will be tested according to the current requirements issued by those agencies.
In cases where the CCG requirements exceed those required by the agencies, the
employee will also be subject to the CCG requirements.
Negative Dilute - EmployeesCCG employees that test Negative Dilute will be
directed to retest without notice. The retest will be by hair when a
sufficient sample is available, otherwise by urine.
Negative Dilute - ApplicantsCCG applicants that test Negative Dilute will be
referred to the Human Resources Director for special handling. The HR Director
will arrange retesting by hair or urine in a manner that provides the minimum
possible advance notice and that he/she determines is most likely to prevent
actions by the applicant to influence the testing outcome.
Adulteration Test ResultsCCG employees and applicants with test results
indicating adulteration will be referred to the Human Resources Director for
special handling. In consultation with the Medical Review Officer if the HR
Director determines that the employee or applicant has tampered with the
specimen or caused the adulteration, the test result will be considered a
positive test. If it is determined that the employee or applicant did not
cause the adulteration, retesting by hair or urine will occur.
In all cases a retest will be treated as the test of record. If a Negative
Dilute retest is also Negative Dilute the results will be accepted as a
negative result.
Legal: Changes in personnel policies require the approval of City Council.
Financial Considerations: The change in definition for safety sensitive
positions will increase the size of the random testing pool and the annual cost
of testing will increase by less than $1,000. No additional funding request is
anticipated for FY2010.
Recommendation/Actions: Human Resources recommends approval of the Ordinance.
Attachments
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