POLICY AND PROCEDURE
POLICY NUMBER:220-506
POLICY TITLE: Alcohol and Drug Free Workplace Policy
EFFECTIVE DATE: January 16, 1990 REVISION DATE: 6/22/93, 11/1/01 08/00/09
APPROVED BY:
CITY MANAGER
Confirmed by Council of The Columbus Consolidated Government, Ordinance No.
01-101 dated the 25th day of October, 2001.
I. STATEMENT OF POLICY:
The Columbus Consolidated Government is committed to providing a safe working
environment and to fostering the well being and health of its employees. That
commitment is jeopardized when any Columbus Consolidated Government employee
illegally uses drugs on or off the job, comes to work under the influence,
possesses, distributes or sells drugs in the work place, or abuses alcohol on
the job. Therefore, the Columbus Consolidated Government has established the
following policy:
(1) Employees are prohibited from engaging in the unlawful manufacture,
distribution, sale, dispensation, possession or use of illegal drugs. The
Columbus Consolidated Government prohibits its employees from engaging in such
illegal activities during working and non-working hours at all times and at all
places.
(2) Employees are prohibited from use, dispensation, possession, or sale of
alcohol on City premises or while operating City vehicles.
(3) Employees will report to work alcohol and drug free.
(4) It is a violation of City policy for anyone to use prescription drugs
illegally. The appropriate use of legally prescribed drugs and non-prescription
medications is not prohibited. However, the use of any substance which carries
a warning label that indicates that mental functioning, motor skills, or
judgment may be adversely affected must be reported to supervisory personnel.
Employees must remove themselves from service if they are experiencing any
adverse effects from medication. Legally prescribed drugs must include
documentation of the patient?s name, the substance name, the quantity to be
taken and the period of authorization.
(5) Each employee is required to inform his/her Department Director immediately
upon return to work if he/she is arrested or convicted for violation of any
criminal drug or alcohol statues of any jurisdiction, regardless of whether the
alleged violation occurred at the workplace or elsewhere. The employee must
notify his/her Department Director and the Human Resources Director in writing
of each arrest or conviction. A conviction means a finding of guilt, including
a plea of nolo-contendere, or the imposition of sentence by a judge or jury in
any federal or state court. Any employee who has been arrested for a drug
violation will be suspended pending resolution of charges. See Disciplinary
Action Policy # 220-502 for disciplinary guidelines. This is subject to appeal
via Fair Treatment Policy. This determination will be made after completion of
department investigation and coordination with Human Resources Director. Any
conviction of said charges will result in termination.
(6) As a condition of employment, employees must abide by the terms of this
policy. Violations of this policy are subject to disciplinary actions up to and
including termination.
The goal of this policy is to balance our respect for individuals with the need
to maintain a safe, productive and drug-free environment. The intent of this
policy is to offer a helping hand to those who need it, while sending a clear
message that the illegal use of drugs and the abuse of alcohol are incompatible
with employment at Columbus Consolidated Government.
The United States congress enacted into law, The Drug Free Work Place Act of
1988. The purpose of this law is to ensure that work done under a federal
contract or a federal grant is done in a drug-free environment.
II. EMPLOYMENT SCREENING
The following provisions apply to applicants considered for employment
with Columbus Consolidated Government:
(1) Applicants considered for employment or rehire will be screened for drugs
and/or alcohol as a routine part of the employment physical for specified job
classes. Employees who are being reinstated after a successful Fair Treatment
appeal or are rehired must also pass a drug and alcohol test prior to return to
work if more than 30 days have elapsed.
(2) Applicants will be requested to sign a consent release form authorizing the
designated lab to perform the drug and/or alcohol screening test and submit the
results to the Human Resources Department.
(3) Applicants who refuse to sign the consent release form or who show traces
of illegal drugs or abuse of prescription drugs or alcohol will not be
considered for employment for a period of one (1) year. Applicants who
subsequently reapply for employment after the one (1) year period will again be
requested to sign a consent release form and be required to pass a drug and/or
alcohol screening test that shows no signs of illegal drugs, abuse of
prescribed drugs or alcohol.
(4) Applicants that are positive will be shown as unfit for duty. No results
shall be released to the Department Director or any other official as to the
results of the drug test. Only the Human Resources Department will communicate
positive results from the screening tests to the applicant.
III. BASIS FOR TESTING FOR DRUGS OR ALCOHOL
REASONABLE SUSPICION
(1) Drug and alcohol testing will be required for employees for which
reasonable suspicion exists to believe that such employees are under the
influence of drugs or alcohol during his/her assigned working hours or while
otherwise on City property.
The following circumstances could cause reasonable suspicion:
(A) Observed drug or alcohol use
(B) Apparent odor of alcohol on breath
(C) Apparent physical state of impairment
(D) Incoherent mental state
(E) Marked changes in personal behavior that are otherwise unexplainable
(F) Deteriorating work performance that is not attributable to other factors
(G) Accidents or other actions that provide reasonable cause to believe the
employee may be under the influence of drugs and/or alcohol.
(2) The initial determination of whether or not reasonable suspicion exists
shall be made by the Department Director or by the highest-ranking supervisory
staff person on duty at the time. (The Department Director or supervisory
staff person shall consult with the Human Resources Director, his/her designee
or in his/her absence, a designated physician.) (Please see ?Attachment A? for
contact persons name and telephone numbers)
(3) Following the determination that reasonable suspicion exists, the employee
shall be transported to the collection site by the employee's supervisor or the
supervisor's designee. Following the collection procedure, the person
transporting the employee(s) shall make appropriate arrangements to transport
the employee home contingent upon results.
(4) Employees are required to comply with reasonable suspicion testing. If an
employee refuses to be tested he/she will be suspended for five (5) days
without pay pending termination. A refusal will be treated the same as a
positive result.
RANDOM TESTING
A random testing ?pool? has been established and is comprised of all sworn
personnel within the Public Safety departments, all 911 employees, all
employees whose job requires a Commercial Drivers Licenses (CDL) and other
safety sensitive positions.
*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.
(1) Random drug and/or alcohol testing will be conducted without prior notice
to the employees selected.
(2) The list of employees to be randomly tested will be generated by computer
software, which utilizes pure random number generation.
(3) The day(s) for testing will be kept confidential until the test day. The
date will be conveyed to the department director, who will arrange for randomly
selected employees to be tested.
(4) Employees will not take any personal item into the testing area. All
pockets will be empty except for one item of picture identification.
(5) An employee selected for random drug / alcohol testing will be notified on
the day of the test and given a specific time to report for testing. Failure
to report at the designated time or to cooperate fully with the medical and
administrative personnel will result in being suspended five (5) days without
pay pending termination.
(6) Employees will remain at the testing site until an adequate, appropriate
specimen is given.
(7) Leaving the testing site, altering specimens or any other behavior, which
is used to alter the drug test, will result in five (5) days suspension without
pay pending termination.
(8) Employees are required to comply with random testing. If an employee
refuses to be randomly tested he/she will be suspended for five (5) days
without pay pending termination. A refusal will be treated the same as a
positive result.
SPECIFIC RANDOM TESTING - COMMERCIAL DRIVERS LICENSE
(1) Federal and State of Georgia Department of Transportation regulations
require random and post accident testing of all employees who possess
Commercial Drivers Licenses (CDL).
(2) A random testing ?pool? has been established and is comprised of current
CDL drivers. The pool will be updated continually by placing new CDL drivers
in and removing former employees. The pool and random testing will provide a
list of employees to be randomly tested at least once per calendar year. The
list of employees to be randomly tested will be generated by computer software,
which utilizes pure random number generation.
(3) Procedures for testing will be handled as described under ?Random Testing?
1 thru 7. (See above)
(4) For DOT (CDL holders) drug testing standards, please see ?Attachment B-1.?
(5) An alcohol concentration of 0.04 or greater will be considered a positive
alcohol test and in violation of this policy and a violation of the
requirements set forth in 49 CFR Part 654 for safety-sensitive employees.
(6) If the initial test indicates an alcohol concentration of 0.02 or greater,
a second test will be performed immediately thereafter to confirm the results
of the initial test. An employee who has confirmed alcohol concentration of
greater than 0.02 but less than 0.04 will be removed from his/her position for
eight hours unless a retest results in a concentration measure of less than
0.02(see table D-1 for appropriate disciplinary action)
POST INJURY AND POST ACCIDENT TESTING
(1) Employees who have engaged in unsafe work practices and who have caused
and/or contributed to the occurrence of an on-the-job injury to himself/herself
or another individual will automatically be tested for substance abuse.
(2) When an employee is involved in a chargeable accident and/or liability has
yet to be determined, the employee will automatically be tested for substance
abuse. Immediately following an accident, the supervisor or designee will
transport employee from scene of accident to testing facilities.
(3) Should the employee?s behavior rise to the level of reasonable suspicion
that would indicate the presence of alcohol or drugs:
(A) The employee shall be relieved of duty and placed on administrative leave,
pending the results of the drug and alcohol test. The supervisor shall make
appropriate arrangements to transport the employee home.
(B) When reasonable suspicion exists, a supervisor shall remain with the
employee at all times until he/she is transported to his/her residence.
(C) It shall be the responsibility of the supervisor to determine if reasonable
suspicion exists and to document the events.
(D) Anyone failing to comply with post injury and/or post accident procedures
will be subjected to the same sanctions as if the test had been positive.
See ?Attachment C? for drug and alcohol testing facilities, times and locations.
IV. TESTING PROCEDURES
(1) Employees who are requested to submit to a drug or alcohol test(s) will be
asked to sign a consent release form authorizing the laboratory, physician, or
certified intoximeter operator to perform the test and release the results to
Human Resources? designee. An employee will fill out a form listing any and
all drugs they have been prescribed and any other over the counter drugs they
are taking. Human Resources will hold all results of these tests in the
strictest confidence.
(2) For Non DOT (Non CDL) drug testing standards, please see ?Attachment B-2.?
(3) All samples of body fluids provided in compliance with this policy shall be
used only to test for the presence of drugs or alcohol.
(4) Employees who refuse to sign a consent release form, refuse to be tested,
fail to cooperate with test center personnel or who are identified, as having
prohibited substances in their system will be suspended for 5 days without pay
pending termination.
(5) Employees have the right to challenge any positive drug result for legally
prescribed drugs by having their case reviewed by the Medical Review Officer.
Any expenses incurred for this review will be paid by the employees.
(6) For positive drug tests employees are given the option of ?split sampling?
of urine specimens. The incremental cost of this sampling will be at the
employee?s expense. If results are negative, employee will be reimbursed for
expenses. All positive results from a drug test will be confirmed using the
GC/MS test. (GC/MS stands for Gas Chromatography / Mass Spectrometry) (See
?Attachment B-1 & B-2")
(7) Any positive alcohol test may be challenged by the employee by submitting
to a second Breath Alcohol Test (BAT) within 15 minutes of the initial positive
breath test; or by submitting to a Blood Alcohol Test within 60 minutes of the
positive breath test. This will be at the employee?s expense. If results are
negative, employee will be reimbursed for expenses.
TABLE D-1
BREATH/BLOOD ALCOHOL TEST RESULTS AND REQUIRED ACTIONS
CDL Employees
Level of Alcohol ConcentrationAction Required
Less than 0.02Results are considered negative
0.02 to 0.039Employee removed from his/her position for 8 hours and subject to
appropriate disciplinary action up to and including termination
(scheduled work hours missed will be without pay)
0.04 or aboveFive (5) day suspension without pay pending termination
Employees subject to DOT/FTA regulations may be held to higher standards
Non-CDL Employees
Level of Alcohol ConcentrationAction Required
Less than 0.02Results are considered negative
0.02 to 0.079Employee removed from his/her position for 8 hours and subject to
appropriate disciplinary action up to and including termination
(scheduled work hours missed will be without pay)
0.08 or aboveFive (5) day suspension without pay pending termination
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.
V. DISCIPLINARY ACTIONS
In the following cases employees will be suspended for five (5) days without
pay and are subject to termination:
(1) Selling drugs on or off the job.
(2) A positive drug or alcohol (see table D-1) test.
(3) A positive drug or alcohol test while on probation under the Columbus
Consolidated Government Drug Testing Policy.
(4) 2nd DUI offense within a 5-year period (nolo plea, guilty plea or
conviction) (including periods during & prior to employment) (Employees are
required to present a copy of their current Motor Vehicle Report when reporting
a DUI offense).
(5) DUI while operating a City vehicle.
(6) Misdemeanor violations (nolo plea, guilty plea or conviction) involving use
or possession of dangerous drugs or marijuana.
(7) Felony violations of drug laws (nolo plea, guilty plea or conviction).
While dismissal from employment will occur in most cases, the following factors
must be considered prior to taking any personnel action. Strong, mitigating
circumstances may provide an opportunity for disciplinary action other than
dismissal. The following guidelines shall apply:
(A) Public Safety Personnel will be held to a higher standard.
(B) Position within the Department (Supervisory personnel will be held to a
higher standard).
(C) Gravity of liability and workers? compensation exposure to Columbus
Consolidated Government.
(D) Prior violations of drug or alcohol laws.
(E) Prior violations of the Columbus Consolidated Government Drug Policy.
(F) Any other occurrences where the circumstances indicate termination may be
required.
Exceptions to termination must be approved by the City Manager and will result
in appropriate disciplinary action, which will include:
(A) Mandatory referral to EAP, full compliance with EAP recommendations.
(B) One (1) year probation.
(C) Random testing monthly for up to two (2) years as directed by Human
Resources.
Employees terminated under this policy may apply for re-employment after one
year if otherwise qualified.
VI. CONFIDENTIALITY
All incidents and actions involving the Alcohol and Drug Free Workplace Policy
will be handled with utmost confidentiality. All City personnel involved are
expected to maintain the same level of confidentiality.
VII. MANAGER AND SUPERVISOR GUIDELINES
Under no circumstances should any action relating to the alcohol and drug
policy be made public unless authorized by the City Manager?s Office with
concurrence of the City Attorney. It must be realized by all involved that
making statements of any kind in reference to the drug or alcohol tests, the
employee, or any other circumstances surrounding the testing, or its result is
limited by federal law. This is a sensitive issue and must be kept
confidential. The improper release of information by unauthorized sources may
be grounds for disciplinary action. Any request for information related to
drug testing should be directed to the Human Resources Department.
These guidelines are for use by managers and supervisors at all levels and in
all departments. They are intended to provide assistance in the administration
of the Alcohol and Drug Free Workplace Policy.
(1) The Columbus Consolidated Government encourages any employee who has a drug
or alcohol problem to obtain assistance. Therefore, if such an employee has
not been required to submit to a drug or alcohol test or who has tested
negative but, who, in good faith, requests assistance for his/her problem, the
employee shall be referred immediately to the employee assistance program.
This voluntary admission shall not be used against the employee; however, it
may result in temporary job reassignment.
(2) Each supervisor is responsible for taking appropriate action whenever an
employee?s demonstrated judgment or performance seems to be impaired by the
possible use of alcohol or drugs. Supervisors who suspect that an employee is
unfit for duty should:
(A) Arrange if practical, for at least one other supervisor to observe and
evaluate the employee?s behavior. The employee?s supervisor should ask the
employee to explain why he/she appears unable to perform the job duties.
Supervisors should document all behavior, questions, responses, admissions, and
witnesses.
(B) Should the employee fail to explain the impaired condition to the
supervisor?s satisfaction and it is still the supervisor?s determination that
drugs or alcohol may be involved, the supervisor may, upon consultation with
designated senior staff/management (see Reasonable Suspicion) accompany the
employee or make necessary arrangements for the employee to be taken by another
supervisor to the designated lab, physician, or certified intoximeter operator
for testing.
(C) If the employee refuses to go, the employee should be warned that he/she
will be subject to disciplinary actions up to and including termination.
Depending upon the employee?s condition, the employee should be taken home and
told when to report back to work. The supervisor shall then make a complete
report of the incident to their Department Director.
(3) Supervisors will document in writing all incidents, investigations, and
actions regarding suspected drug or alcohol abuse. If disciplinary action
occurs, a full report by the Department Director should be sent to the Human
Resources Director and the Affirmative Action Administrator.
(4) When a supervisor observes the manufacture, use, sale, dispensation, or
possession of illegal drugs or alcoholic beverages by employees on the job, the
supervisor should take the following steps:
(A) Inform Department Director and call the police. If incident occurs in the
Government Center, call Sheriff?s Department.
(B) Separate all parties involved and take them to a location where they can be
questioned by the police individually about the incident, in the presence of
another supervisor. (Do not attempt to forcefully restrain or retain any
employee or citizen)
(C) Report the incident to the immediate supervisor.
(D) Upon completing the pending investigation, take the employee home, if
necessary.
(E) Following any incident that might fall under these guidelines, it is
essential that the immediate supervisor make a detailed record of all actions,
observations, statements, and other pertinent facts to include date, time,
location, and witnesses to the incident. The supervisor should not record
his/her opinion or conclusion (i.e. the employee appeared to be on drugs) but
rather the supervisor should simply state his/her observations (i.e. the
employee was hyperactive, argumentative, loud, obnoxious, sweating profusely,
pupils were constricted, etc.). This report shall be forwarded to the
Department Director and Human Resources Director.
(5) If an employee is suspected of violating the City?s Alcohol and Drug Free
Workplace Policy, the supervisor shall document all available information
regarding the incident and shall forward it to the Department Director and the
Human Resources Director. Documentation shall include, but is not limited to:
(A) Suspected employee?s full name
(B) Time(s) of observed drug or alcohol usage
(C) Frequency of use, if appropriate (i.e., occasionally, in the parking lot
after work)
(D) Specific locations of use, such as in a specific building or vehicle
(E) Other participants or witnesses
(F) Any unusual behavior that would indicate that the observed individual was
intoxicated or under the influence of a controlled substance.
(6) The Police Department, Emergency Medical Service, Fire Department, Muscogee
County Prison, Sheriff?s Department, Marshals Office, METRA and any person
operating hazardous machinery or a vehicle in his/her official capacity shall
be subject to additional rules and policies related to drug and alcohol
testing, consistent with the general purposes of these rules. As specified by
the various departments, such additional rules and policies may be more
comprehensive due to the high levels of employee performance required, the
public interest and visibility, and the responsibility for the protection of
life and property.
(7) Records of all drug/alcohol test analyses, observation records of
supervisors, and any other administrative reports relating to drug and/or
alcohol use or abuse by an individual employee shall be maintained in a
separate locked file and available only to the Human Resources Director,
his/her designee, or to persons who have an official ?need to know? basis for
requesting these documents. This information shall only be released on a need
to know basis and is to be considered confidential.
VIII. EMPLOYEE ASSISTANCE PROGRAM (EAP) STATEMENT
(1) The Columbus Consolidated Government encourages any employee who has a drug
or alcohol problem to obtain assistance. Therefore, if such an employee has
not been required to submit to a drug or alcohol test or who has tested
negative but, who, in good faith, requests assistance for his/her problem, the
employee shall be referred immediately to the employee assistance program.
After completion of substance abuse treatment program, employees who are
returned to duty are subject to random follow-up testing for two years. The
Human Resources Department in coordination with the Department Director will
decide when testing occurs. This voluntary admission shall not be used against
the employee; however, it may result in temporary job reassignment.
(2) Confidentiality is assured - No information regarding the nature of the
employee?s personal problem will be made available to the supervisors nor will
it be included in their permanent personnel file.
(3) Self-Referral - Any employee may use available services by directly
contacting the service. Self-referrals are both anonymous and completely
confidential, and do not affect job security or promotional opportunities.
(4) Supervisory or Management Referral - A supervisor may recommend an employee
contact the EAP when there is a job performance or conduct problem which has
not responded to ordinary supervisory techniques. Whether or not the employee
decides to do so, it is the employee?s responsibility to perform satisfactorily
on the job; and if problems go unresolved and performance continues to
deteriorate, disciplinary action may result. Participation in the EAP does not
guarantee that these actions will not continue to occur, but improved
performance often results from problem resolution.
(5) Mandatory Referral - After a decision to refer the employee to the EAP has
been made, the employee will review the City?s policies for a drug and alcohol
free workplace, indicating that this is a ?last chance? and failure to consent
to enrollment or successfully complete the program may result in disciplinary
actions, up to and including termination. Due to legal considerations the
Human Resources Director or the Affirmative Action Administrator must be
consulted when considering mandatory referral. Employee must sign consent and
release form.
COLUMBUS CONSOLIDATED GOVERNMENT
EMPLOYEE ASSISTANCE REFERRAL AGREEMENT
This agreement is entered into by and between the Columbus Consolidated
Government (hereinafter "the City") and _____________it's employee (hereinafter
"Employee"), due to a positive test for prohibited drugs and/or alcohol and or
the self-referral of the Employee.
The City agrees to not institute termination proceedings against the
Employee, at this time, and agrees to the necessary paid sick leave and/or
unpaid Family and Medical Leave, as available to attend the approved
assistance/rehabilitation program. The employee's participation will be kept
confidential and limited to a "need to know" basis, except where harm is being
threatened to the employee or others. No referral of Employee's program(s)
information will be made without a written release from the Employee.
The employee agrees to attend, participate and give full cooperation to
the program and providers throughout the entire course of treatment, recovery
and continuing care; to submit to scheduled or unscheduled drug and/or alcohol
tests as may be required; to submit willingly to searches during work time of
the Employee's person, locker, vehicle, packages, briefcase, lunch box, or
other belongings; to sign a written consent form allowing designated City
contacts to obtain information regarding the Employee's program attendance,
progress and status as well as any medical or psychological evaluations; to
allow contact with spouse or other family member(s) to work out the most
appropriate program(s) or care: and, to give "good faith and best efforts" in
any continuing job performance responsibilities during and after the completion
of each phase of the approved program, until unconditional return to work.
THE FOLLOWING TERMS AND CONDITIONS APPLY:
1) Any failure to meet the above-agreed obligation will result in immediate
termination, without recourse.
2) Any positive drug and/or alcohol test (unless cleared by prescription) will
result in immediate termination without recourse.
3) Failure to complete the approved program(s) and entire course of treatment
within the allotted time will result in immediate termination without recourse.
4) Health care benefits generally will apply, however, it is the Employee's
responsibility to inquire, arrange for and make payments of personal portions
of the cost of treatment - the City will do everything it can to arrange for a
cost-effective and affordable program.
5) Entry into the program(s) constitutes reasonable suspicion for testing, the
employee waives any rights to object to the imposition of drug and/or alcohol
testing for a period of up to two (2) years after completion of the approved
program(s) - Employee is subject to all the prevailing and then applicable
rules and regulations of employment with the City.
6) The City will require, from time to time, direct discussion during work
hours with the Employee on an as needed basis, Employee agrees to cooperate
fully with the Supervisor and the Employee Assistance Program Coordinator.
SUPERVISOR REFERRAL: DATE:
DEPARTMENT DIRECTOR: DATE:
I have read and understand the above agreement, and I voluntarily agree to
participate in the approved program(s) and fully realize that this last chance
of any employment with the City depends on the proper completion of the
program(s), my remaining drug and alcohol free, and properly performing my job
duties. I understand that I will be terminated, without recourse, for
violations of the above agreement and/or the terms and conditions of same.
EMPLOYEE SIGNATURE: DATE:
?ATTACHMENT A?
(Contact Persons)
1. Tom Barron, Director of Human Resources
Random and Reasonable Suspicion
Work # (706) 225-3647 Direct line
Work # (706) 653-4059
Home # (706) 317-0030
Cell # (706) 329-6875
2. Reather Hollowell, Assistant Human Resources Director/Affirmative Action
Administrator
Random and Reasonable Suspicion
Work # (706) 225-3631 Direct line
Work # (706) 653-4017
Home # (334) 448-0802
Cell # (706) 329-7035
3. Sherry Garcia, Risk Management
Post Accident and Critical Incident
Work # (706) 225-3104 Direct line
Work # (706) 653-4039
Home # (334) 480-0768
Cell # (706) 464-5686
15
4. Dr. Jack Sherrer
Occupational Medicine of Columbus
Designated Physician (MRO)
Post Accident, Random, Reasonable Suspicion and Critical Incident
Work # (706) 221-1600
After hour pager # (706) 683-1634
"ATTACHMENT B-1?
( DOT (CDL) drug testing standards )
Drug
Initial Screen Cutoff
GC/MS Cutoff
Marijuana
50 ng/ml
15 ng/ml
Amphetamines
1000 ng/ml
500 ng/ml
Cocaine (Benzoylecgonine)
300 ng/ml
150 ng/ml
Opiates
2000 ng/ml
2000 ng/ml
Phencyclidine
25 ng/ml
25 ng/ml
?ATTACHMENT B-2?
( Non-DOT (Non-CDL) drug testing standards )
Drug
Initial Screen Cutoff
GC/MS Cutoff
Marijuana
50 ng/ml
15 ng/ml
Amphetamines
1000 ng/ml
500 ng/ml
Cocaine (Benzoylecgonine)
300 ng/ml
150 ng/ml
Opiates
2000 ng/ml
2000 ng/ml
Phencyclidine
25 ng/ml
25 ng/ml
Barbiturates
300 ng/ml
200 ng/ml
Benzodiazepines
300 ng/ml
200 ng/ml
Propoxyphene
300 ng/ml
200 ng/ml
Methadone
300 ng/ml
200 ng/ml
Methaqualone
300 ng/ml
200 ng/ml
?ATTACHMENT C?
( Drug Testing Facilities, times & locations )
OCCUPATIONAL MEDICINE OF COLUMBUS
7301 Northlake Drive, Columbus, Georgia 31909 (706) 221-1600
(RANDOM, POST ACCIDENT & REASONABLE SUSPICION)
MONDAY - FRIDAY 7:30 AM - 6:00 PM OFFICE (706) 221-1600
AFTER HOURS/WEEKEND PAGE (706) 683-1634
AFTER HOUR DRUG AND ALCOHOL TESTING PROCEDURES
Scheduling
1. `Supervisor or Department Director will page the on-call nurse at (706)
683-1634.
2. A nurse will contact the person to establish the place and time of
collection.
3. The place of collection can be either at 7301 Northlake Drive or Columbus
Consolidated Government location (CCG).
4. A supervisor or Department Director from CCG must also be present during the
collection process.
Drug Testing
1. Unless otherwise specified the drug test to be performed will be a Quick
Screen 5 panel, which test for: Marijuana, Cocaine, Ecstasy, Amphetamines and
Opiates. This is an instant test, which will provide results within 2 minutes.
2. All CDL licensed drivers will be given a Federal DOT drug test (NO QUICK
SCREENS).
3. All tests that are non-negative or inconclusive will be sent to a certified
laboratory for further testing.
4. Results from the laboratory will be reported within a 24-48 hour period.
Alcohol Testing
1. Unless otherwise specified the alcohol test to be performed will be a saliva
alcohol test. This test is a Department of Transportation approved testing
device. This is an instant test, which will provide a result within 2 minutes.
2. All tests that are positive will be confirmed utilizing a Breath Alcohol
test.
Reporting
1. All drug test results will be reported to designated personnel in Human
Resources, 706-653-4059, during normal business hours. After hour reporting
see Attachment ?A?.
2. The reporting of negative drug and alcohol tests will be provided to the
Supervisor and/or Department Director at the time of the test.
2. Post Accident and critical incident drug testing will be reported to Sherry
Garcia in Risk Management, 706-653-4039.
ACE
7901 Veterans Parkway, Columbus, Georgia 31909 (706) 321-1223
(POST ACCIDENT & REASONABLE SUSPICION ONLY)
MONDAY - FRIDAY 8:00 AM - 8:00 PM
WEEKENDS & HOLIDAY 9:00 AM - 3:00 PM
ALL ACCIDENTS WITH INJURIES REQUIRING TRANSPORT TO A HOSPITAL, AT THAT TIME,
WILL HAVE A POST ACCIDENT DRUG /ALCOHOL SCREEN AT THAT FACILITY.
Directions to Occupational Medicine and ACE from downtown Columbus
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NAME (PLEASE PRINT) DEPT
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SOCIAL SECURITY NUMBER
I CERTIFY THAT I HAVE ATTENDED THE EMPLOYEE ORIENTATION COURSE GIVEN ON THE
COLUMBUS CONSOLIDATED GOVERNMENT?S ALCOHOL AND DRUG FREE WORKPLACE POLICY.
I ALSO CERTIFY THAT I HAVE RECEIVED A PERSONAL COPY OF THESE POLICIES.
--------------------------------------------------------------
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SIGNATURE DATE
WARNING!!!
PLEASE CAREFULLY REMOVE THIS SHEET AND GIVE TO THE PERSON CONDUCTING THE
ORIENTATION. FAILURE TO DO SO WILL RESULT IN YOUR HAVING TO ATTEND ANOTHER
ORIENTATION SESSION.
Attachments
No attachments for this document.