10-28-19-R - Laserfiche WebLink

Home Browse Search

City of Arden Hills Personnel Policy _4mb_ Effective February 29, 2016 AIN HILLS Amended October 28, 2019 selection mechanism will be selected, and (2) does not give an employer discretion to waive the selection of any employee selected under the mechanism. "Reasonable suspicion" means a basis for forming a belief based on specific facts and rational inferences drawn from those facts. "Safety -sensitive position" means a job, including any supervisory or management position, in which an impairment caused by drug or alcohol usage would threaten the health or safety of any person. "Under the influence" means (1) the employee tests positive for alcohol or drugs, or (2) the employee's actions, appearance, speech, and/or bodily odors reasonably cause the City to conclude that the employee is impaired because of illegal drug use or alcohol use. PERSONS SUBJECT TO TESTING & CIRCUMSTANCES UNDER WHICH TESTING MAY BE REQUIRED Under this policy, the City may test any specified applicant to whom an offer of employment has been made, and may test any employee for alcohol and/or controlled substance under any of the following circumstances with a properly accredited or licensed testing laboratory, in accordance with Minn. Stat. § 181.953, subd. 1: Pre -Employment Testing. Full-time and temporary/ seasonal employees in safety sensitive positions as determined by the City Administrator will be subject to drug testing upon receiving a conditional job offer. If the job offer is withdrawn based on drug test results, the city will inform the applicant of the reasons for the withdrawal. A failure of the drug test, a refusal to take the test, or failure to meet other conditions of the offer will result in a withdrawal of the offer of employment even if the applicant's provisional employment has begun. A negative or positive dilute test result (following a second collection), which has been confirmed, will also result in immediate withdrawal of an offer of employment to an applicant. Reasonable Suspicion Testin. Consistent with Minn. Stat. § 181.951, subd. 3, employees will be subject to alcohol and controlled substance testing when reasonable suspicion exists to believe that the employee: • Is under the influence of alcohol or a controlled substance; or • Has violated written work rules prohibiting the use, possession, sale or transfer of drugs or alcohol while working, while on city property, or while operating city vehicles, machinery or any other type of equipment; or 19