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02-16-16-WS
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02-16-16-WS
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2/16/2016 9:08:49 AM
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2/16/2016 8:59:34 AM
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City of Arden Hills Personnel Policy Effective February 29,2016 <br />circumstances with a properly accredited or licensed testing laboratory,in accordance with Minn. Stat. <br />181.953, subd. 1: <br />Pre-Employment Testing. <br />Every job applicant offered employment with the city receives the offer conditioned upon successful <br />completion of a drug test, among other conditions. If the job offer is withdrawn based on drug test <br />results, the city will inform the applicant of the reasons for the withdrawal. A failure of the drug test, <br />a refusal to take the test, or failure to meet other conditions of the offer will result in a withdrawal of <br />the offer of employment even if the applicant's provisional employment has begun. A negative or <br />positive dilute test result (following a second collection), which has been confirmed, will also result <br />in immediate withdrawal of an offer of employment to an applicant. <br />City may want to address temporary and seasonal employees as well. Temporary and seasonal <br />employees are not subject to this policy with the exception of those designated by the hiring <br />department as safety-sensitive positions. OR Temporary and seasonal employees are also subject to <br />this policy. May want to address when testing will be conducted for temporary and seasonal rehires <br />perhaps require a new drug test if it's been at least one yearfrom the date of their last drug screen).] <br />Reasonable Suspicion Testing. <br />Consistent with Minn. Stat. § 181.951, subd. 3, employees will be subject to alcohol and controlled <br />substance testing when reasonable suspicion exists to believe that the employee: <br />Is under the influence of alcohol or a controlled substance; or <br />Has violated written work rules prohibiting the use,possession,sale or transfer of drugs <br />or alcohol while working, while on city property, or while operating city vehicles, <br />machinery or any other type of equipment; or <br />Has sustained a personal injury as defined in Minn. Stat. § 176.011, subd. 16 or has <br />caused another employee to sustain an injury or; <br />Has caused a work-related accident or was operating or helping to operate machinery, <br />equipment, or vehicles involved in a work-related accident. <br />Reasonable suspicion may be based upon, but is not limited to, facts regarding appearance, behavior, <br />speech,breath, odor,possession,proximity to or use of alcohol or a controlled substance or containers <br />or paraphernalia, poor safety record, excessive absenteeism, impairment of job performance, or any <br />other circumstances that would cause a reasonable employer to believe that a violation of the city's <br />policies concerning alcohol or drugs may have occurred. These observations will be reflected in <br />writing on a Reasonable Suspicion Record Form. <br />For off-site collection, employees ill be driven to the employer-approved medical facility by their <br />supervisor or a designee. For an on-site collection service, the employee will remain on site and be <br />observed by the supervisor or designee. The medical facility or on-site collection service will take the <br />urine or blood sample, and will fom and the sample to an approved laboratory for testing. <br />Pursuant to the requirements of th Drug-Free Workplace Act of 1988, all City employees, as a <br />condition of continued employment, will agree to abide by the terms of this policy and must notify <br />Director of Administrative Services r the Director's designee of any criminal drug statute conviction <br />for a violation occurring in the work lace not later than five days after such conviction. If required by <br />law or government contract, the Ci y will notify the appropriate federal agency of such conviction <br />within 10 days of receiving notice from the employee. <br />21
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