Admin order 44-11-05 - Laserfiche WebLink

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D. Reasonable Suspicion: Specific observations concerning the appearance, conduct, speech, odor on the breath or body odors of an employee that would cause one to suspect that the employee is under the influence of alcohol or drugs. E. Under the Influence of Alcohol: An individual is considered to be "under the influence of alcohol" when the individual's blood alcohol content is .03% or greater. F. Under the Influence of Drugs: An individual is considered to be "under the influence of drugs" when a detectable amount of a drug is found in the individual's body that may impair the individual's abilh' "to safely and efficiently perform employment related job duties. QIIIIIIiIIIIi ,. G. Work Place: Any location where an employee is pe City job duties or is representing the City in an official capacitor whether or �t � Cnployee is compensated. The exclusion of alcoho,i qOe work ace of pertain to those sites at which, in the judgment o anvt= xecutfve fNa ager, he use of alcohol cannot be avoided, such as on certain Police�u dercoVd' erations or during business meetings with members of foreign de & ations where refusal of a traditional "toast" would show disrespect for the 'i 4-toms or culture of the delegate. Prohibited Conduct The following conduct is prohibited itafi' work place and while on paid standby: • The unlawful buying, selling, traniPgJ ;Jl 9n, possession, providing or use of drugs; 1 • Use of alco''�pii „ • Being unde t rl ce of alcohol or drugs; • Having a det stable %1 'lll i Ipohol on the breath; • Failure to rep Etion impairment caused by prescribed drugs or over - the- counter drugs as specified in this policy. Call Back Situations In the event that the City ishes to call out an employee to perform additional duties and the employee has consumed alcohol or drugs in a quantity that may violate the definitions of this policy regarding "under the influence ", the employee must decline the request to report for duty. Preconditions to Drug or Alcohol Testing or Disciplinary Measures If an intervention results in a drug or alcohol test or disciplinary measures, the Human Resources Director or his/her designee must be consulted prior to taking action. Where possible, the division manager will also be consulted prior to any action or as soon as possible afterward.