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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 />Treatment Program Testing. <br />In accordance with Minn. Stat. § 181.951, subd. 6., the City may request or require an employee to <br />undergo drug and alcohol testing if the employee has been referred by the City for chemical <br />dependency treatment or evaluation, or is participating in a chemical dependency treatment program <br />under an employee benefit plan. In such a case,the employee may be requested or required to undergo <br />drug or alcohol testing without prior notice during the evaluation or treatment period and for a period <br />of up to two years following completion of any prescribed chemical dependency treatment program.] <br />Routine Physical Examination Testing. <br />The City may request or require an employee to undergo drug testing as part of a routine physical <br />examination. The City, in accordance with Minn. Stat. § 181.951, subd. 3, will request or require this <br />type of testing no more than once annually,and the employee will be provided with at least two weeks' <br />written notice that the test will be required as part of the physical examination.] <br />Random Testing. <br />In accordance with Minn. Stat. § 181.951, subd. 4, the City may require an employee to submit to <br />random testing if the employee is in a safety-sensitive position.] <br />Right of Refusal. <br />Employees and job applicants have the right to refuse to submit to an alcohol or drug test under this <br />policy. However, such a refusal will subject an employee to immediate termination. If an applicant <br />refuses to submit to applicant testing, any conditional offer of employment will be withdrawn. <br />Any intentional act or omission by the employee or applicant that prevents the completion of the <br />testing process constitutes a refusal to test. <br />An applicant or employee who substitutes, or attempts to substitute, or alters, or attempts to alter a <br />testing sample is considered to have refused to take a drug and/or alcohol test. In such a case, theemployeeissubjecttoimmediateterminationofemployment, and in the case of an applicant, the job <br />offer will be immediately withdrawn. <br />Refusal on Religious Grounds <br />An employee or job applicant who, on religious grounds,refuses to undergo drug or alcohol testing of <br />a blood sample will not be considered to have refused testing, unless the employee or job applicant <br />also refuses to undergo drug or alcohol testing of a urine sample. <br />Cost of Required Testing. <br />The City will pay for the cost of all drug and alcohol testing requested or required of all job applicants <br />and employees, with the exception of confirmatory retests. Job applicants and employees are <br />responsible for paying for all costs associated with any requested confirmatory retests. <br />PROHIBITION AGAINST CONTROLLED SUBSTANCE AND ALCOHOL <br />Use and Possession of Alcohol or Dru0s). <br />Employees are prohibited from the use,possession,transfer,transportation, manufacture,distribution, <br />sale,purchase, solicitation to sell or purchase, or dispensation of alcohol, drugs, or drug paraphernalia <br />while on duty; is on City premises; while operating any City vehicle, machinery, or equipment; or <br />22
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