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City of Arden Hills Personnel Policy Effective February 29,2016 <br />Reasonable suspicion" means a basis for forming a belief based on specific facts and <br />rational inferences drawn from those facts. <br />Safety-sensitive position" means a job, including any supervisory or management <br />position, in which an impairment caused by drug or alcohol usage would threaten the <br />health or safety of any person. <br />Under the influence" means (1) the employee tests positive for alcohol or drugs, or (2) <br />the employee's actions, appearance, speech, and/or bodily odors reasonably cause the <br />City to conclude that the employee is impaired because of illegal drug use or alcohol use. <br />PERSONS SUBJECT TO TESTING & CIRCUMSTANCES UNDER WHICH <br />TESTING MAY BE REQUIRED <br />Under this policy, the City may test any applicant to whom an offer of employment has <br />been made, and may test any employee for alcohol and/or controlled substance under <br />any of the following circumstances with a properly accredited or licensed testing <br />laboratory, in accordance with Minn. Stat. § 181.953, subd. 1: <br />Pre-Employment Testing_ <br />Every job applicant offered employment with the city receives the offer conditioned <br />upon successful completion of a drug test, among other conditions. If the job offer is <br />withdrawn based on drug test results, the city will inform the applicant of the reasons for <br />the withdrawal. A failure of the drug test, a refusal to take the test, or failure to meet <br />other conditions of the offer will result in a withdrawal of the offer of employment even <br />if the applicant's provisional employment has begun. A negative or positive dilute test <br />result (following a second collection), which has been confirmed, will also result in <br />immediate withdrawal of an offer of employment to an applicant. <br />Temporary and seasonal employees are also subject to this policy. A new drug test will be <br />required if it has been at least one year from 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 <br />controlled substance testing when reasonable suspicion exists to believe that the <br />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 <br />transfer of drugs or alcohol while working, while on city property, or while <br />operating city vehicles, machinery or any other type of equipment; or <br />20