Source: http://www.laytoncity.org/public/Depts/MgtSvc/HR/CityPolicy/browse.aspx?DocumentType=2&title=3000&chapter=3500&verse=8
Timestamp: 2015-05-27 09:46:57
Document Index: 690472934

Matched Legal Cases: ['arts 40', 'art 383', 'art 395', 'art 40', 'art 40', 'art 382', 'art 382', 'art 382', 'art 382', 'art 382', 'art 382', 'art 382', 'art 382', 'art 382', 'art 382']

Back To Title List | Chapter List | Section List3508 - Commercial Driver Drug Free Work Place PolicyThis policy applies to all employees in the service of Layton City for compensation who are required to hold and maintain a CDL as a condition of employment, or who receive a reimbursement in part or whole for securing a CDL, or who operate a commercial motor vehicle including full-time, part-time, casual, intermittent or occasional drivers shall be subject to random testing conducted pursuant to Federal law and regulations of Title 49 Code of Federal Regulations, parts 40, 382, and 383. Policy Statement
"Employee" this policy applies to all employees in the service of the City for compensation who are required to hold and maintain a CDL as a condition of employment or who receive a reimbursement in part or whole for securing a CDL or who operate a commercial motor vehicle including full-time, part-time, casual, intermittent or occasional drivers shall be subject to random testing conducted pursuant to Federal law and regulations of Title 49 Code of Federal Regulations, part 383. All City employees are subject to pre-employment, random, reasonable suspicion, post-accident, return-to-duty and follow-up testing conducted pursuant to such law and regulations and this policy.
"Commercial Motor Vehicle" A commercial motor vehicle means a motor vehicle or a combination of motor vehicles used in a commerce to transport passengers or property if the motor vehicle: Has a gross combination weight of 26001 or more pounds; or
"Safety-Sensitive Functions" means any of those on-duty functions set forth in Title 49 Code of Federal Regulations, part 395.2, On-Duty Time, paragraphs (1) through (7).
"Alcohol use" means the consumption of any beverage, mixture, or preparation, including any medication, containing alcohol.
"Alcohol concentration (or content)" means the alcohol in a volume of breath expressed in terms of grams of alcohol per 210 liters of breath as indicated by an evidential breath-testing device.
"Evidential breath testing device" means a device approved by the National Highway Traffic Safety Administration (NHTSA) for the evidential testing of breath and placed on NHTSA’s "Conforming products list of evidential breath measurement devices (CPL)", "and identified on the CPL as conforming with the model specifications available from the National Highway Traffic Safety Administration, Office Of Alcohol and State Programs".
"Screening alcohol test" means an analytic procedure to determine whether an employee may have a prohibited concentration of alcohol in a breath specimen.
"Confirmation alcohol test" means a second test, following a screening test with a result of 0.02 or greater that provides quantitative data of alcohol concentration.
"Screening drug test" means an immunoassay screen to eliminate "Negative" urine specimens for further analysis.
"Verified negative drug test" means a drug test result that was negative on an initial FDA- approved immunoassay test (screening drug test), and reviewed and verified by the MRO in accordance with this plan and the mandatory guidelines under Title 49 Code of Federal Regulations part 40 - procedures for transportation workplace drug and alcohol testing programs.
"Stand-down" means the practice of temporarily removing an employee from the performance of safety-sensitive functions based only on a report from a laboratory to the MRO of a confirmed positive test for a drug or drug metabolite, an adulterated test, or a substituted test, before the MRO has completed verification of the test result.
"Verified positive drug test" means a test result that was positive on an initial FDA-approved immunoassay test (screening drug test), confirmed by a gas chromatography/mass spectrometry assay, (or other confirmatory test approved by the Department of Health and Human Services) (confirmation drug test), and reviewed and verified by the MRO in accordance with this plan and the mandatory guidelines under Title 49 Code of Federal Regulations part 40 - procedures for transportation workplace drug and alcohol testing programs. The "screening drug test" and "confirmation drug test" cutoff levels for the "illegal drugs" are listed below.
Carboxy-thc (Marijuana) 50 ng/ml 15 ng/ml
As benzoylecgonine (Cocaine, crack) 150 ng/ml 100 ng/ml
Amphetamine (Amphetamine,
"Split urine sample" means a portion of the urine sample provided by the donor at the time of collection, poured into a separate specimen bottle, sealed in the presence of the donor, and shipped to the primary laboratory. If the primary sample tested positive for the presence of the drug(s) defined in F- "verified positive drug test" the donor can request analysis of the "split sample" if he/she notifies the MRO within 72 hours of notification of a positive drug test.
Uniform-unannounced testing of designated employees occupying a specified area element or position; or A statistically random sampling of such employees based on a neutral criterion, such as social security numbers. The City shall ensure that random alcohol and drug tests conducted under this testing method are unannounced and that the dates for testing are spread reasonably throughout the calendar year. The minimum annual percentage rate for random illegal drug and alcohol testing shall be 50 percent of the average number of employees in positions requiring a CDL. The minimum annual percentage rate for random drug and alcohol testing may be increased or decreased by the Federal Motor Carriers Safety Administration, for positions requiring a CDL. The City shall require that each employee who is notified of selection for random alcohol and/or drug testing proceeds to the testing facility immediately.
Reasonable suspicion shall be based on specific objective facts and reasonable inferences, and shall be documented by the supervisor prior to testing and, whenever practical, the supervisor should seek the observations of at least one additional employee, preferably a supervisor. Supervisors and managers are to receive training to look for behaviors, which may indicate drug or alcohol usage. These behaviors include, but are not limited to: direct observation of drug or alcohol use, drug paraphernalia, abnormal or erratic behavior such as accidents, theft, repeated errors on the job, or unsatisfactory time and attendance patterns, any of which are coupled with a specific contemporaneous event that indicates probable drug or alcohol use. Other factors which may constitute reasonable suspicion include, but are not limited to, slurred speech, red eyes, constricted or dilated pupils, incoherence, unsteadiness of feet, smell of alcohol, marijuana, or other controlled substance emanating from the employee’s person, inability to carry on rational conversations, increased carelessness, erratic behavior, inability to perform on the job, or other unexplained behavior changes. The Supervisor’s Reasonable Suspicion and Post Accident Check Sheet may be used for documentation. Supervisors have a duty to act when they have reasonable suspicion that an employee has a controlled substance or alcohol problem. All employees tested under this provision shall be removed from the covered safety-sensitive position until the results of the drug screen and/or alcohol test are reviewed by the City’s Designated Agent. Alcohol testing is authorized under reasonable suspicion only if the observations required by this testing method are made during, just preceding, or just after the period of the work day that the employee is required to be in compliance with (on-duty time). An employee may be directed by the City to undergo reasonable suspicion testing only while the employee is performing safety-sensitive functions, just before the employee is to perform safety-sensitive functions, or just after the employee has ceased performing such functions. The City shall not take any action under this section against an employee based solely on the employee’s behavior and appearance, with respect to alcohol use, in the absence of an alcohol test.
"DOT Post-accident testing"A post-accident test is an alcohol and/or drugs/controlled substances test administered to a surviving driver following an accident involving a commercial motor vehicle operating on a public road as follows:
"Return to duty testing" means drug and/or alcohol testing required before the employee returns to duty requiring the performance of a safety-sensitive function after engaging in conduct prohibited by this policy. An alcohol test conducted under return to duty testing shall have a result indicating an alcohol concentration of less than 0.02 grams of alcohol per 210 liters of breath. A drug test conducted under return to duty testing shall have a result indicating a verified negative result.
"Follow-up testing" means testing required following a determination that an employee is in need of assistance in resolving problems associated with alcohol misuse and/or illegal drugs. The City shall ensure that the employee is subject to unannounced follow-up alcohol and/or illegal drug testing as directed by a substance abuse professional. Follow-up alcohol testing shall be conducted only when the employee is performing safety- sensitive functions, just before the employee is to perform safety-sensitive functions, or just after the driver has ceased performing safety-sensitive functions.
"Substance Abuse Professional" means a licensed physician (medical doctor or doctor of osteopathy), or a licensed or certified psychologist, social worker, employee assistance professional or addiction counselor (certified by the national association of alcoholism and drug abuse counselors certification commission) with knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled substances-related disorders. The City shall not permit a driver who has engaged in conduct prohibited by Title 49 Code of Federal Regulations, part 382, subpart B and this policy to perform safety-sensitive functions until he/she has been evaluated by a substance abuse professional. Prohibitions
Covered employees are prohibited from reporting for duty or remaining on duty when their ability to perform assigned functions is adversely affected by alcohol or when their blood alcohol concentration is 0.04 or greater. No Supervisor having actual knowledge that an employee has an alcohol concentration of 0.04 or greater shall permit the employee to perform or continue to perform safety-sensitive functions. Alcohol possession (382.204)
No employee shall perform safety-sensitive functions within four hours after using alcohol. No Supervisor having actual knowledge that such an employee has used alcohol within four hours shall permit an employee to perform or continue to perform safety-sensitive functions. Use following an accident (382.209)
No employee shall refuse to submit to a post-accident alcohol or controlled substance (illegal drugs) test required under Title 49 Code of Federal Regulations, part 382.303, a random alcohol or controlled substance (illegal drugs) test required under Title 49 Code of Federal Regulations, part 382.305, a reasonable suspicion alcohol or controlled substances (illegal drugs) test required under Title 49 Code of Federal Regulations, part 382.307, or a follow-up alcohol or controlled substances (illegal drugs) test required under Title 49 Code of Federal Regulations, part 382.311. No Supervisor shall permit an employee who refuses to submit to such tests to perform or continue to perform safety-sensitive functions. The following examples (not a complete list) constitute a refusal to be tested for alcohol and/or controlled substances (illegal drugs):
Provide an adequate urine sample without a valid medical explanation. Cooperate with the testing process in a way that prevents the completion of the test.
If the employee has not provided a sufficient specimen within three hours of the first unsuccessful attempt, the collector must (1) discontinue the collection, (2) notify the City Program Administrator immediately, (3) note the fact on the "Remarks" line of paperwork, and (4) send or fax the written paperwork to the MRO and City Program Administrator within 24 hours.
No Supervisor having actual knowledge that an employee has used a controlled substance shall permit the employee to perform or continue to perform a safety-sensitive function. Prescription medications. Drivers taking legally prescribed medications issued by a licensed health care professional familiar with the driver’s work-related responsibilities must report such use to their Department Director, and may be required to present written evidence from the health care professional which describes the effects such medications may have on the driver’s ability to perform his/her tasks. In the sole discretion of the alcohol and drug program administrator, a driver may be temporarily removed, with pay, from a safety-sensitive position if deemed appropriate.
Reasonable suspicion drug testing. (See Drug and Alcohol Testing Definitions, Section C) Post accident testing. If an alcohol test required by this method is not administered within two hours following the determination to test, the City shall prepare and maintain on file a record stating the reasons the alcohol test was not promptly administered. If an alcohol test required by this method is not administered within eight hours following the determination to test, the City shall cease attempts to administer an alcohol test and shall state in the record the reasons for not administering the test. If a drug test required by this method is not administered within 32 hours following the accident, the City shall cease attempts to administer a drug test, and shall state in the record the reasons for not administering the test.
No employee shall perform safety-sensitive functions, including driving a commercial motor vehicle, if the employee has engaged in conduct prohibited by this policy; Title 49 Code of Federal Regulations, part 382, subpart B - prohibitions; or an alcohol or controlled substances rule of another DOT agency. Required evaluation and testing
No employee who has engaged in conduct prohibited by this policy; Title 49 Code of Federal Regulations, part 382, subpart B - prohibitions shall perform safety-sensitive functions, including driving a commercial motor vehicle, unless the employee has met the requirements of Title 49 Code of Federal Regulations, part 382.605. Other alcohol-related conduct
Any prospective employee who refuses to be tested, or who knowingly dilutes, substitutes or adulterates a urine sample shall be denied employment. Any prospective employee whose pre-employment drug and/or alcohol test results in a confirmed positive and who does not have a medically sufficient explanation (as determined in the sole, but reasonable discretion of the MRO) shall not be hired and may reapply for employment with the City no sooner than one (1) year from the date of such test. Employees testing positive for the use of drugs and/or alcohol, or upon the refusal of any employee to provide a sample, or upon the employee knowingly supplying a substituted or adulterated sample, that employee shall be immediately be suspended with pay until a pre-disciplinary hearing is held, and where found in violation of this policy shall be subject to disciplinary action up to and including termination.
The City shall not permit an employee who has engaged in conduct prohibited by Title 49 Code of Federal Regulations, part 382, subpart B and this policy to perform safety-sensitive functions until he/she has been evaluated by a substance abuse professional and has completed a return to duty alcohol and/or drug test with negative result. MRO responsibilities and actions, laboratory confirmed positive drug test, urine drug split sample request, split sample testing procedure
The responsibilities of the MRO with respect to a confirmed positive drug test result are to review and interpret the drug test result. In carrying out this responsibility, the MRO shall examine alternate medical explanations for any positive test result. This action may include conducting a medical interview and review of the individual’s medical history, or review of any other relevant biomedical factors. The MRO shall contact the individual directly, on a confidential basis, to determine whether the employee wishes to discuss the test result. The MRO shall talk directly with the individual before verifying a test as positive to discuss the test results with him/her. If, after making all reasonable efforts and documenting them, the MRO is unable to contact the individual directly, the MRO shall contact the City Program Administrator who shall direct the individual to contact the MRO as soon as possible. If the individual provides a legitimate explanation for the confirmed positive drug test, verified by the MRO, the MRO declares the test to be negative.
The City shall pay for the cost of the split sample analysis requested by the employee. The sample shall be sent to another DHHS laboratory for analysis. If the split sample analysis confirms the result of the primary laboratory, the City reserves the right to assess the costs associated with the split sample analysis to the employee requesting the analysis. Release of alcohol and controlled substances test information
Five Years 1. Records of employee alcohol test results with results indicating an alcohol concentration of 0.02 or greater.
5. Employee evaluation and referrals (alcohol and controlled substances) 6. A copy of each annual calendar year summary required by Title 49 Code of Federal Regulations, part 382.403.
Drug and Alcohol Program Administrator, MRO, Substance Abuse Professionals, Drug Testing Laboratories, Policy Effective Dates Drug and Alcohol Program Administrator
Name: Kiley Day, HR Officer or James S. Mason, Assistant City Manager
Address: 437 North Wasatch Drive Phone: 1 801-336-3820
FAX: 1 801- 336-3838 Drug and Alcohol Consortium and Third Party Administrator
Enacted, 7/22/1993Amended, 4/5/1995Amended, 1/1/1996Amended, 12/9/1993, Previous Policy, Amended, 2/12/1996, Previous Policy, Amended, 3/28/2001, Previous Policy, Minor Edit, 1/2/2004Minor Edit, 1/5/2004Minor Edit, 1/5/2004Minor Edit, 1/5/2004Minor Edit, 1/6/2004Amended, 1/8/2004, Previous Policy 3508Minor Edit, 2/23/2004Amended, 12/7/2007, Previous Policy 3508Amended, 12/7/2007, Previous Policy 3508Amended, 11/8/2011, Previous Policy 3508Amended, 5/14/2015, Previous Policy 3508 Index