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City of Arden Hills Personnel Policy'_` Effective February 29, 2016 <br />ri` Iq)LLN HILLS Amended December 19, October 28, 2019 <br />selection mechanism will be selected, and (2) does not give an employer discretion to waive <br />the selection of any employee selected under the mechanism. <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 health <br />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 City <br />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 specified applicant to whom an offer of <br />employment has been made, and may test any employee for alcohol and/or controlled <br />substance under any of the following circumstances with a properly accredited or licensed <br />testing laboratory, in accordance with Minn. Stat. § 181.953, subd. 1: <br />Pre-Emnlovment Testin <br />Full-time and <br />temporary/ seasonal employees in safety sensitive positions as determined by the City <br />Administrator will be subject to drug testing upon receiving a conditional job offer. If the <br />job offer is withdrawn based on drug test results, the city will inform the applicant of the <br />reasons for the withdrawal. A failure of the drug test, a refusal to take the test, or failure to <br />meet other conditions of the offer will result in a withdrawal of the offer of employment <br />even 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 />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 employee: <br />20 <br />