Download - Substance Abuse Policy Employee Handbook
CityofEastChicago,Indiana
SubstanceAbusePolicy
EmployeeHandbookRevised2011
AnthonyCopeland,Mayor
Contents
.........................................................................................................................................................Preface 1
.................................................................PublicPolicyandPurposeofDrugandAlcoholTes9ngProgram 1
.................................................................................................UseofControlledSubstancesProhibited 1
...............................................................Prospec9veEmployeesandtheUseofControlledSubstances 1
....................................................................Consump9onandUseofAlcoholbyEmployeesProhibited 1
.......................................................Con9nuingAuthoriza9onoftheDrugandAlcoholTes9ngProgram 2
......................................................................................PossessionofDrugsorAlcoholonCityProperty 2
...............................................EffectofthispolicyonDepartmentswithmoreStringentRequirements 2
............................................................................................................................................ScopeofTes9ng 2
...........................................................................................................................SubstancestobeTested 2
................................................................................................................................CategoriesofTes9ng 3
..........................................................................................................................Pre‐employmentTes9ng 3
........................................................................................................................................RandomTes9ng 4
...............................................................................................................................DepartmentalTes9ng 6
...................................................................................................................ReasonableSuspicionTes9ng 6
..........................................................................ReasonableSuspicionTes9ngProceduresandLoca9on 7
................................................................................................................................PostAccidentTes9ng 7
.............................................................................................................................ReturntoWorkTes9ng 9
...........................................................................................................Follow‐upandComplianceTes9ng 9
..............................................................................................................Tes9ngProceduresandLoca9on 9
................................................................................................................................................Compliance 10
.....................................................................................................RefusaltoUndergoRequiredTes9ng 10
...........................................................................................ConsequencesofaPosi9veTestorRefusal 11
..............................................................................................Inconclusive,InvalidorAdulteratedTests 12
........................................................................................................SubstanceAbuseReferralProgram 13
i
..................................................................................................................................StandardsforTes9ng 14
......................................................................................................ScreeningandConfirmatoryTes9ng 14
...........................................................................................Preserva9onofSamplesbytheLaboratory 14
................................................................................................................Posi9veTestThresholdLevels 14
..............................................................................SpecimenCollec9on;Transporta9onofEmployees 16
.................................................................................................................................SpecimenIntegrity 16
............................................................................................Adultera9onorTamperingwithSpecimen 16
...........................................................................................................................PrivacyinDrugTes9ng 17
.........................................................................................MedicalReviewandMedicalReviewOfficer 17
....................................................................................................................................No9ceandTraining 17
.................................................................................................................................SupervisorTraining 17
..........................................................................................................................Coordina9onofTes9ng 18
..............................................................................................................................No9cetoEmployees 18
.......................................................................................Repor9ngofConfirmedPosi9veTestResults. 18
.........................................................................................................................RightsandResponsibili9es 19
..........................................................................................................RighttohaveSpecimenRetested. 19
........................................................................RightofAppealofAc9onstakenunderthisOrdinance. 19
..............................................................................RightofAppealforPoliceOfficersandFireFighters 19
..............................................................................................Preserva9onofInforma9onandRecords 19
................................................................................................................Confiden9alityRequirements 20
...........................................................................ResponsibilityofDepartmentHeadsandSupervisors 20
................................................................................................Indemnifica9onandDefenseofAc9ons 20
...........................................................................................................MonitoringofTes9ngFrequency 20
.........................................................................................................................EffectandImplementa9on 20
..........................................................................................RepealofPreviousPoliciesandProcedures. 20
.............................................................................................................................................Severability 21
...................................................................................................................Sec9onTitlesandHeadings 21
.............................................................................Promulga9onofProcedures,RulesandRegula9ons 21
.........................................................................................................................................Effec9veDate 21
............................................................................................................ImportantContactInforma9on* 21
..............................................................................................................................AcknowledgmentForm 22
ii
Preface
SubstanceAbusePolicyandTestingProgramforEmployeesoftheCityofEastChicago
ThefollowingistheSubstanceAbusePolicyandTes9ngProgram(“Policy”)oftheCityofEastChicago,Indiana(“City”),asadoptedunderCityofEastChicagoOrdinanceNo.11‐0023adoptedthe26thdayofSeptember2011andcodifiedintheEastChicagoMunicipalCodeas§41.60.Thispolicyreplacesprevioussubstanceabusepoliciesandprograms,andspecificallyreplacesCityofEastChicagoOrdinancesNo.03‐0026andNo.,08‐0035.
PublicPolicyandPurposeofDrugandAlcoholTestingProgramA. UseofControlledSubstancesProhibited
Theunlawfuluse,possession,distribu9on,dispensa9on,ormanufactureofcontrolledsubstancesbyCityofEastChicagoemployeesorothersintheworkplaceisprohibited.Theillegaluse,consump9on,possession,manufacturing,distribu9on,ordispensingofdrugsandcontrolledsubstancesbyemployeesreducesefficiencyingovernment,endangersthesafetyofCityemployeesaswellastheci9zenryingeneral,iscontrarytopublicpolicy,andaviola9onofStateandFederalLaws,theCityCodeandtheCityemployeemanual.
Anemployeewhoconsumesorworksundertheinfluenceofalcoholorotherintoxicantsreducesefficiencyingovernment,endangersthesafetyofotherCityemployeesaswellastheci9zenryingeneral,andiscontrarytopublicpolicy.Theopera9onofanautomobileorothermotorvehicleintheperformanceofjobdu9esbyaCityemployeewhileundertheinfluenceofalcoholorotherintoxicantsisathreattopublicsafety,isaviola9onofthispolicy,andaddi9onally,maybeaviola9onofStateandFederalLaws.
B. ProspectiveEmployeesandtheUseofControlledSubstancesPersonswhoillegallyusedrugsorcontrolledsubstancesareherebydeclaredtobeunsuitableforemploymentbytheCity.Personswhodemonstrateevidenceoftheconsump9onofdrugsforwhichtheydonotpossessacurrent,validlawfulprescrip9onpresentinbodilyfluidsorhairsamplesduringtheemploymentevalua9onprocess,arenotsuitableforemploymentbytheCity.Personswhoarefoundtohavealcoholpresentinbodilyfluidsduringtheemploymentevalua9onprocessarenotsuitableforemploymentbytheCity.
C. ConsumptionandUseofAlcoholbyEmployeesProhibited
Theconsump9onofalcoholbyemployeeswhileondutyoremployeeshavingaBloodAlcoholConcentra9on(“BAC”)of0.02%orgreaterduringworkinghoursreducesefficiencyingovernment,endangersthesafetyofCityemployeesaswellastheci9zenryingeneral,andiscontrarytothepublicpurpose.PersonswhoareintoxicatedduringworkinghoursareherebydeclaredtobeunsuitableforemploymentbytheCity.Theconsump9onofalcoholbyemployees,orevidenceof
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theemployeeshavingBAClevels0.02%orgreaterisherebydeterminedtocons9tuteaviola9onoftheCityCodeandpersonnelregula9onsoftheCity.
D. ContinuingAuthorizationoftheDrugandAlcoholTestingProgram
Toinsurecompliancewithpoliciessetforthinthispolicymanual,thecon9nua9onofthesubstanceabusetes9ngprogramisherebyauthorized.
E. PossessionofDrugsorAlcoholonCityProperty
Possessionofillegaldrugsorotherintoxicantsintheworkplaceisexplicitlyprohibited.PossessionofillegaldrugsonCityproperty,orwhileondutywiththeCityisacrimewhichshallbereportedtolawenforcementandshallbegroundsforimmediatedismissalfromemploymentwiththeCityofEastChicago.
F. EffectofthispolicyonDepartmentswithmoreStringentRequirements
ThispolicyandtheproceduresoutlinedhereinaregenerallyapplicabletoallCityofEastChicagoemployees,butitshallnotsupersedemorerestric9vetes9ngrequirementsmandatedbyFederalrequirementsforcertaincitydepartmentsorjobclassifica9ons.Specifically,theprovisionsofthispolicyshallnotsupersedemorestringentfederally‐mandatedtes9ngrequirementsforEastChicagoBusTransit,orotherspecificrequirementsmandatedbyStateorFederallaworgrantrequirements.
ScopeofTesting
A. SubstancestobeTestedWheneversubstanceabusetes9ngisadministeredpursuanttothisoranyotherCitypolicyorOrdinance,theurine,blood,hairand/orbreathtestresultswillbereviewedbytheCityMedicalReviewOfficer(MRO)todetectthepresenceofthefollowingdruggroupsandsubstances:
1. Alcohol(ethyl)
2. Amphetamines(e.g.,speed)
3. Cocaine
4. Opiates(e.g.Codeine,Heroin,Morphine,Hydromorphone,Hydrocodone)
5. Phencyclidine(PCP)
6. Marijuana(THC)
7. Addi9onally,theMROmayordertestsforsubstancesclassifiedundertheIndianaCodeasfollows:
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a. ScheduleI,II,III,IVandVdrugsunderIndianaCode35‐48‐2.
b. Non‐scheduledprescrip9ondrugs
c. DesignerdrugsanddefinedandregulatedbytheFederalGovernment
TheMROshallconsultfederalguidelinesindeterminingwhatquan99esorlevelsoftestedsubstancesshallcons9tuteaposi9vedrugtest.
B. CategoriesofTesting
UnderthisOrdinancethefollowingtypesofdrugtes9ngshallbeperformed:
1. Pre‐employmenttes9ng
2. RandomTes9ng
3. DepartmentalTes9ng
4. ReasonableSuspicion(i.e.tes9ngforcause)
5. Post‐AccidentTes9ng
6. Return‐to‐WorkTes9ng
7. Follow‐upandComplianceTes9ng
1. PreemploymentTesting
Personsunderconsidera9onforemploymentbytheCityshallberequiredtoundergoadrugandalcoholtest.ThistestistobeadministeredupontheCity’stenderingofacon9ngentofferofemploymenttotheapplicant,andshallbeadministeredbeforeafinalofferofemploymentcanbemade.Prospec9veemployeesshallbeinformedoftheCitySubstanceAbuseTes9ngPolicyandshallbeadvisedthattheyarerequiredtosignaconsentformpermimngthedrugandalcoholtestasrequiredunderthisOrdinance.
AlloffersofemploymentmadebytheCityshallbecon9ngentupontheapplicant’ssuccessfulcomple9onofadrugandalcoholtestandadetermina9onbytheMROthatthetestresultwasnega9ve.Posi9ve,inconclusiveorinvalidtestsshallbeabartoemploymentwiththeCity,andanyofferofemploymentshallbewithdrawnupontheMRO’sdetermina9onthattheapplicant’stestresultsarenotnega9ve.
Anapplicantreceivingaposi9ve,inconclusiveorinvalidtestresultshallbebarredfromemploymentwiththeCityforaperiodofthree(3)years.
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TheCityshallbearthecostofanypre‐employmentscreening.Suchresultsareconfiden9al,andarefortheexclusiveuseoftheCityofEastChicagotouseaspartofitsemploymentprocess.
a. PreemploymentTestingproceduresHumanResourceswillexplaintes9ngprocedures,loca9on,9meline,andconsentrequirementstoprospec9veemployees.Theprospec9veemployeeshallsigntheacknowledgementandconsenttotes9ngandwillthenbeassigneda9melinetoreportfortes9ngbyHumanResources.Theprospec9veemployeeshallreporttothedesignatedtestfacilitywithinthirty(30)minutesofsigningtheacknowledgementandconsent.
Anypersonwhorefusestoundergotes9ng,orcomplywithtes9ngrequirementsatthetes9ngfacilityshallbeineligibleforemploymentforaperiodofthree(3)yearsfromthedateofrefusal.AnysuchpersonsubsequentlyemployedbytheCityshallberequiredasacondi9onofemploymenttoundergorandom,follow‐upandcompliancetes9ng,asspecifiedinthisordinance.
b. ResultsRequiredbeforeEmploymentAlloffersofemploymentwiththeCityarecon9ngentuponthedetermina9onbytheMROthattheapplicant’sPre‐EmploymentTestresultsarenega9ve.BeforeanypersonbeginsemploymentwiththeCityand/orisenteredintothepayrollsystem,theMROshallprovidetheHumanResourcesDepartmentwrinencer9fica9onofthetestresults.Nodepartmentoragencyheadshallcauseanypersontobecomeanemployeeun9lwrinencer9fica9onhasbeenreceivedfromtheMRO.
2. RandomTestingAllemployeesoftheCityofEastChicagoshallbeeligibleforrandomdrugandalcoholtes9ng,andshallbeselectedforsuchtes9ngu9lizingarandomsoowareprogramsuitableforsuchpurpose,whichusespayrollnumbersorotheruniqueiden9fierotherthanemployeenameforcoveredemployeesandotherpersonssubjecttotheprogram.
a. EligibilityforRandomTestingAllemployeesoftheCityofEastChicagoareeligibleforrandomdrugandalcoholtes9ng.ThisshallincludeeveryemployeeforwhomapayrollwarrantisprocessedthroughtheCityofEastChicagoController’soffice.Employeesrepor9ngtoanyworksite,taxingdistrictoftheCity,orotherdivisionofgovernment(judicial,legisla9ve,orexecu9ve),andpaidbythecivilCityarenotexemptedfromthispolicy.
b. TestingofSupervisoryPersonnelDepartmentHeads,Supervisors,Managers,ForemenandothersemployedbytheCityinposi9onsofleadershipshallbesubjecttothispolicy.WhenDepartmentHeadsorSupervisorsareselectedforrandomorothertes9ng,theMROshalldesignateapersonorpersonsresponsibleforaccompanyingtheDepartmentHeadorSupervisortothetes9ngfacility.ThesameprocedureswhichapplytorankandfileemployeesshallapplytoSupervisors,ForemenandDepartmentHeadswithregardtothispolicy.
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c. ExclusionofElectedOfOicialsElectedofficialsareexemptedfrominclusionintheCity’sdrugandalcoholtes9ngprogramintheirofficialcapacityasanelectedofficial,butmayopttovoluntarilypar9cipateintheprogram.However,anelectedofficialwhoisalsoemployedbytheCityofEastChicagoisnotexemptedinhisorherstatusasemployee,andthusisnotexcludedfromselec9onfortes9ngasanemployee.
d. RandomTestingDatesandTimeTes9ngmaybeperformedonmorethanonedateeachmonth,anddatesmaybeselectedrandomlyormaybeotherwisechosenbytheMROortheMRO’sdesigneeathisorherdiscre9on.Eachmonth,notlessthantenpercent(10%)ofeligibleemployeesshallbeselectedforsuchrandomtes9ng.Theselec9onprocessshallbeoverseenbytwo(2)personsnototherwiseinvolvedinthetes9ngprocess.
Theselec9onmethodforemployeestobetestedshallbesuchthateachworkdayshallpresenteachemployeewithanewopportunitytobeselectedfortes9ng,exceptemployeeswhoarerandomlyselectedandsuccessfullyundergotes9ngwithanega9vetestresultshallbeexemptedfromtes9ngandremovedfromtherandomtestpoolforninety(90)daysaoerasuccessfultest.Aoerninetydays,suchpersonsshallbereturnedtotherandomtestpool.
Anemployeeselectedforrandomtes9ngshallreporttothedesignatedtestfacilitywithinone(1)hourofbeingno9fiedofhisorherselec9onfortes9ng.
e. Certi<icationofListofEmployeestobeRandomlyTestedTheCityController’sOfficeandInforma9onTechnologyDepartmentshallworkwithHumanResourcestoensurethattheemployeepayrollnumber(orotheruniqueiden9fier)ofeveryemployeeeligiblefortes9ngunderthispolicyisincludedinthelistusedforselec9onforrandomtes9ng.Saidlistshallbecer9fiedbytheCityController’sofficewithinfioeen(15)daysoftheadop9onofthisOrdinanceandshallbeupdatedwheneveranyemployeeisreassigned,transferredorotherwiseexperiencesachangeinjobstatus.Saidlistshallbere‐cer9fiedannuallybytheCityController’sOffice.
Theabsenceofanemployee’siden9fierfromsuchalistshallnotinvalidateanotherwiseproperalcoholordrugtestadministeredtoanemployee,providedthattheemployeewasproperlywithintheclassofemployeesrequiredtoundergorandomorreasonablesuspiciontes9ngunderthisOrdinance.
f. AbsentEmployeesEmployeesselectedforrandomtes9ngnotpresentforworkonthedayofselec9onshallbetestedonthefirstdayofreturntowork,providedthattheemployee’sabsencewasscheduledinadvance,ortheemployeecalledoffpriortobeingno9fiedofhisorherselec9onfortes9ng.TheSupervisorsshallcontacttheMROortheMRO'sdesigneetoreschedulethetest,whichshalltakeplaceonthesamedatetheemployeereturnstowork.
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3. DepartmentalTesting
TheMROortheMRO'sdesigneemayorderallofthemembersofaCitydepartmentwhoareotherwisesubjecttorandomtes9ngunderthisOrdinancetobetestedatone9me.SuchtestsshallbecategorizedandtreatedasrandomtestswithinthemeaningandintentofthisPolicy.
4. ReasonableSuspicionTesting
i) Anyemployeemayberequiredtoundergodrugandalcoholtes9ngifthereisreasonablesuspicionthattheemployeeisundertheinfluenceofdrugsoralcoholwhileonduty."Reasonablesuspicion"shallexistwhenareasonablepersonwouldsuspect,basedonspecificandar9culablefacts,takentogetherwithra9onalinferencesfromthosefacts,thatanemployeeisundertheinfluenceofdrugsoralcohol.
ii) Circumstanceswhichmayformabasisfordetermining"reasonablesuspicion"mayinclude,butarenotlimitedto:
a. Apanernofabnormalorerra9cbehavior,includingviolentbehaviororlanguagedirectedatco‐workers,Supervisorsorthepublic,includingthecommunica9onofthreats.
b. Awork‐relatedaccident.
c. Directobserva9onofdrugoralcoholuse,orpresenceofthephysicalsymptomsofdrugoralcoholuse,includingbutnotlimitedtoalcoholodoronbreath,slurredspeech,andpoorcoordina9onand/orreflexes.
d. Possessionofalcoholorillegaldrugsintheworkplace.
e. Behaviororac9ontoavoidorinvalidatetes9ng.
iii) Supervisorsarerequiredtodocumentthespecificfacts,symptomsorobserva9onswhichformedthebasisfortheirdetermina9onthatreasonablesuspicionexiststowarrantthetes9ngofanemployee.
iv) Supervisorsshallimmediatelyno9fytheDepartmentHeadoftheexistenceofreasonablesuspicion,whointurnshallno9fyHumanResources.HumanResourcesshallconsidertheavailablefactsandinforma9on,determineifatestiswarrantedandifwarranted,causetheemployeetoimmediatelyundergotes9ng.IftheSupervisor,DepartmentHeadorDirectorofHumanResourcesisnotavailable,themostseniorpersonwithknowledgeofthesitua9onshallmakethedetermina9on,basedontheavailablefactsandinforma9on,andcausetheemployeetoimmediatelyundergotes9ngifareasonablesuspicionexists.Inallcases,reasonablesuspiciontes9ngshalltakeplacewithinone(1)hourofthe9methatthesuspicionbecomesknown.
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v) ADepartmentHeadorSupervisor’sfailuretoreportanemployeewhoisreasonablysuspectedofbeingintoxicated,undertheinfluenceofdrugsorotherwiseinviola9onofthispolicyshallitselfcons9tuteaviola9onforwhichtheDepartmentHeadorSupervisorshallbeaccountable.
vi) Anemployeecallsofforleavestheworkplaceaoerbecomingawareofhisorherselec9onforreasonablesuspicionorothertestunderthispolicy,shallbetreatedasarefusal.
5. ReasonableSuspicionTestingProceduresandLocation
i) AnemployeeselectedforReasonableSuspicionTes9ngshallimmediatelyreporttothedesignatedfacility,escortedbytheemployee’sSupervisor,DepartmentHeadorotherpersondesignatedbytheMRO.
ii) WhenDepartmentHeadsorSupervisorsareselectedfortes9ng,theMROshalldesignateapersonorpersonsresponsibleforaccompanyingtheDepartmentHeadorSupervisortothetes9ngfacilitywithinthe9melineoutlineherein.ThesameprocedureswhichapplytorankandfileemployeesshallapplytoSupervisors,ForemenandDepartmentHeadswithregardtothispolicy.
iii) Inallcases,reasonablesuspiciontes9ngshalltakeplacewithinone(1)hourofthe9methatthesuspicionbecomesknown.Ifthetestisnotpreformedwithinone(1)hour,theDepartmentHeadorSupervisorshallprepareareportsta9ngthereason(s)whythetestwasnot9melyadministered.TheMROortheMRO’sdesigneewillconsideranydelayinthe9mingofthetestwheninterpre9ngtestresults.Ifthetestisnot9melyadministered,theDepartmentHeadand/orSupervisormaybesubjecttodisciplinaryac9on,inaddi9ontoanypenaltyimposedontheemployee.
iv) Failuretoundergotherequiredtes9ngwithintheabovespecified9meperiodsshallbeconsideredarefusal,unlesstheMROdeterminesthatsuchdelaywasnotdeliberate,orwascausedbycircumstancesbeyondthecontroloftheemployee.
6. PostAccidentTesting
Anyemployeeinvolvedinanaccidentduringworkinghours,opera9nganyCity‐ownedvehicle,orridingasapassengerinanyCity‐ownedvehicleinvolvedinanaccidentshallimmediatelyno9fyhisorherSupervisorwithinthirty(30)minutesoftheaccident.IftheSupervisorisunavailable,theemployeeshallno9fytheDepartmentHeadwithinthesame9meframe.Iftheaccidentoccurredduringnon‐regularworkhours,theemployeeshallcontacttheEastChicagoPoliceDepartment,219.391.8268or219.391.8267,ortheEastChicagoHealthDepartmentEmergencyCommunica9onsCenter,219.391.8467andno9fythemoftheneedforpost‐accidenttes9ng.Employeesarerequiredtono9fytheappropriateindividualorauthorityimmediatelyaoeranaccidentandmustcomplywiththe9melimitssetforthhereininthesec9onen9tled“TimeLimitsforPost‐AccidentTes9ng”.
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Post‐accidentdrugandalcoholtestsshallbeperformedimmediatelyupontheoccurrenceofanyofthefollowing:
a. AnemployeeisinvolvedinamotorvehicleaccidentwhileoperaFngacityownedvehicleoranymotorvehicleduringworkhours,wheresuchaccident:
i. Resultsinafatality,orbodilyinjurytoanypartywhichrequiresimmediatemedicaltreatment;or
ii. Resultsinanydamagetoacityvehicleoranymotorvehicle;oriii. Resultsinpropertydamageasaresultofacityemployeeopera9ngavehicleor
otherequipment.
b. AnemployeesustainsaworkrelatedinjuryrequiringmedicalevaluaFonortreatment.i. Anemployeewhoisinvolvedinamotorvehicleaccidentorwork‐relatedaccidentasdescribedinthissec9onshallimmediatelyno9fyhis/herSupervisorandtheMROortheMRO'sdesignee.Iftheaccidentoccursduringnon‐regularworkinghourstheemployeeshallno9fythedesignatedrepresenta9veoftheMRObycontac9ngtheEastChicagoHealthDepartmentEmergencyCommunica9onsCenter,219.391.8467,ortheEastChicagoPoliceDepartment,219.391.8268.Employeesarerequiredtono9fytheappropriateindividualorauthorityimmediatelyaoeranaccidentandmustcomplywiththe9melimitssetforthhereininthesec9onen9tled“TimeLimitsforPost‐AccidentTes9ng”.
a. Failuretocomplywiththeno9fica9onrequirementsofthissec9onshallbeconsideredarefusaltoundergodrugandalcoholtes9ngasrequiredbytheOrdinance.Anemployeewhoissubjecttopost‐accidenttes9ngshallremainreadilyavailableforandsubmittosuchtes9ng;otherwise,theemployeemaybedeemedtohaverefusedtosubmittotherequiredtes9ng.
b. Aurine,blood,hair,and/orbreathtestforcontrolledsubstancesconductedbyanyfederal,stateorlocallawenforcementofficialhavingindependentauthorityforsuchtestshallbeconsideredtomeettherequirementsofthissec9on,providedtheresultsofsuchtestaremadeavailabletotheDirectorofHumanResources,theMROortheMRO’sdesignee.AnemployeewhoknowinglyseekstopreventtheMRO,theMRO’sdesigneeorDirectorofHumanResourcesfromreceivingthepost‐accidentdrugoralcoholtestresultsshallbedeemedtohaverefusedpost‐accidenttes9ngwithinthemeaningofthispolicy.
c. TimeLimitsforPostAccidentTesting
i. Analcoholordrugtestrequiredunderthissec9onshallbeadministeredwithinone(1)hourfollowingtheaccident.Ifthetestisnotperformedwithinone(1)hour,theDepartmentHeadorSupervisorshallprepareareportsta9ngthereason(s)whythetestwasnot9melyadministered.
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ii. Inallcases,thetestshallbeadministeredassoonasprac9cable.TheMROortheMRO'sdesigneewillconsideranydelayinthe9mingofthetestwheninterpre9ngtestresults.Ifthetestisnot9melyadministered,theDepartmentHeadand/orSupervisormaybesubjecttodisciplinaryac9on,inaddi9ontoanypenaltyimposedontheemployee.
iii.Failuretoundergotherequiredtes9ngwithintheabovespecifiedperiodsfollowinganaccidentshallbeconsideredarefusalunlesstheMROdeterminesthatsuchdelaywasnotdeliberate,orwascausedbycircumstancesbeyondthecontroloftheemployee.
7. ReturntoWorkTesting
a. PrerequisiteReturntoWorkAfteraPositiveAlcoholTest
Anyemployeewhoisdeterminedtohaveaposi9vetestforalcoholandsubsequentlypar9cipatesinandcompletestheSubstanceAbuseReferralProgram,hereaoer(SARP)shallhaveanalcoholanddrugtestperformedbeforetheyareperminedtoreturntowork.ThetestshallbeperformedonadateselectedbytheDirectorofHumanResourcesandmaybeinaddi9ontoanytestrequiredbytheSARP.Asecondposi9vealcoholtestwithin5yearsoftheini9alposi9vetestwillresultinimmediatetermina9on.
b. ReturnfromLeave
Anemployeeabsentfromworkfor30daysormoreduetoaleaveofabsence,FMLA,othermedicalleaveorworker’scompensa9onrelatedleaveshallundergotes9nguponhisorherreturntowork.
8. FollowupandComplianceTesting
Anyemployeewhoisdeterminedtohaveaposi9vetestforalcoholwhopar9cipatesintheSARP,andissubsequentlycer9fiedtoreturntoworkshallbesubjecttofollow‐uptes9ng.Suchfollow‐uptes9ngshallbeperformedonarandombasisandshallbeconductedaminimumofsix(6)9mesduringthetwelve‐monthperiod.IftheMROdeterminesthatthefrequencyoftes9ngdoesnotcomplywiththerequirementsofthisoranyothersec9onofthisOrdinance,theMROortheMRO’sdesigneemayorderaddi9onaltes9ngtomeettherequirementsofthisOrdinance.Theprovisionsofthissec9onshallapplytoanyemployeewhoisrequiredtoundergofollow‐uptes9ngunderanysec9onofthisOrdinance.
C. TestingProceduresandLocation
1. TheCity'sMROortheMRO’sdesigneewillcontacttheSupervisoroftherandomlyselectedemployees,inwri9ng,toinformtheSupervisorthattheiremployeeshavebeenrandomlyselected.TheSupervisorshallsignthewrinenno9fica9onacknowledgingreceiptoftheno9fica9on,keepadepartmentalcopy,sendtheoriginaltotheMRO,andforwardacopytotheCity'sHumanResourcesDepartment(HumanResources).
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2. Supervisors(orotherpersonsdesignatedbytheMRO)areresponsibleforaccompanyingselectedemployeestothetestfacilitydesignatedbytheMROortheMRO'sdesigneewithinthe9mespecifiedbytheMROordesignee,andinallcaseswithinonehourofthe9meemployeeisno9fiedofhisorherselec9onfortes9ng.WhenDepartmentHeadsorSupervisorsareselectedfortes9ng,theMROshalldesignateapersonorpersonsresponsibleforaccompanyingtheSupervisororDepartmentHeadtothetes9ngfacilitywithinthe9melineoutlineabove.ThesameprocedureswhichapplytorankandfileemployeesshallapplytoSupervisors,ForemenandDepartmentHeadswithregardtothispolicy.
Compliance
A. RefusaltoUndergoRequiredTesting
Anemployeeorprospec9veemployeewhorefusestoundergoadrugandalcoholtestrequiredbythisOrdinanceshallbeconsideredtohaveaposi9vedrugtestandshallbesubjecttotheprovisionsrela9ngthereto.ForpurposesofthisOrdinancethefollowingshallbeconsideredasarefusal:
1. Failuretopresenttothedesignatedtes9ngfacilitywithinone(I)houraoerno9fica9onoftherequirementtoundergotes9ng.
2. Failuretoconsenttotes9nguponpresenta9ontothefacilityorfailureorrefusaltocomplywithtes9ngproceduralrequirements.
3. Failuretoprovideaspecimenorsamplerequiredforthetestprocedurewithoutagenuineinabilitytoprovideaspecimenorsample(asdeterminedbyamedicalexamina9on).
4. Failuretoprovidethetestfacilitywithproofofiden9tysa9sfactorytomeettherequirementsofthetes9ngfacility.
5. Engaginginconductthatobstructsthetes9ngprocessincluding,butnotlimitedto,tamperingwithaspecimenorsampleinordertopreventavalidtestthroughsubs9tu9on,dilu9on;oradultera9onofaspecimen.
6. Failuretocomplywiththeaccidentno9fica9onrequirementsofthisOrdinanceorfailuretobetestedwithinthe9melimitsrela9ngthereto.
7. ADepartmentHeadorSupervisor’sfailuretoreportanemployee’sapparentviola9onoftheCity’ssubstanceabusepolicyshallitselfcons9tuteaviola9onofthispolicyforwhichtheDepartmentHeadorSupervisorshallbeheldaccountable.
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B. ConsequencesofaPositiveTestorRefusal
Anindividualwhohasaverifiedposi9vetestresultorwhorefusestoundergotes9ngasdescribedaboveshallbesubjectthefollowing:
1. PositivePreEmploymentTestshallbeadisqualiOicationfromemployment:Ifthetestisposi9veforanindividualseekingemployment,thepersonshallnotbeemployedbytheCityandshallnotbeeligibleforemploymentforaperiodofthree(3)yearsfromthedateoftheposi9vetest.Shouldsuchpersonsubsequentlybeemployed,asacondi9onofemploymenthe/sheshallberequiredtoundergorandom,follow‐uptes9ngasdescribedhereininthesec9onen9tled“Follow‐upandComplianceTes9ng”.
2. TerminationofEmploymentasaResultofaPositiveDrugTestAnyemployeewhohasaposi9vetestresultforanyofthecontrolledsubstanceslistedhereinunder“SubstancestobeTested”shallbeterminatedfromemploymentwiththeCitywithoutfurtherno9ce.
a. Acurrent,valid,legalprescrip9onissuedinthenameoftheemployeemaybeadefensetoaposi9vetestforthesamedrugormetabolitethereof.ItshallbetheresponsibilityoftheemployeetosupplytheMROortheMRO'sdesigneewithacopyofsaidprescrip9onissuedpriortothetest,orsignreleasesenablingtheMROortheMRO'sdesigneetoobtaincopiesofsaidprescrip9onwithinonebusinessdayofMRO’sdetermina9onofaposi9vetest.
b. TheMRO,inhisorhersolediscre9on,shalldetermineiftheposi9vetestresultistheresultoftheemployee‘slegaluseofaprescrip9ondruganddeemthattheemployeehaspassedthedrugandalcoholtest.
3. EmploymentTerminationasaResultofanAlcoholTestunderCertainCircumstances
Anyemployeewithaposi9vealcoholtestresultshallbeterminatedwithoutfurtherno9ceunderthefollowingcondi9ons:
a. Aposi9vealcoholtestresultandrefusaltopar9cipateintheSubstanceAbuseReferralProgram.
b. FailuretocompleteorfailuretocomplywithanyrequirementsoftheSARPwheresuchpar9cipa9onistheresultofaposi9vealcoholtest.
c. AnEmployeewhohastwoposi9vetestresultswithinafive‐yearperiod,shallbeterminatedasaresultofthesecondposi9vetest.
d. Anemployeewhohassubminedaspecimenorsamplewhichisnothis/herownorwhichyieldstestresultsshowingthepresenceofoneormoreadulterantsorcomplyontaminantsaddedtothespecimenorsampletointerferewiththedetec9onofsubstancescontrolledunderthisOrdinance.
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4. MandatoryEmployeeParticipationinSubstanceAbuseReferralProgramasaresultofaPositiveTestforAlcohol
a. Ifthealcoholtestresultisreportedposi9veforanemployee,heorsheshallbesubjecttoimmediatetermina9onunlessheorsheagreestopar9cipateinaSubstanceAbuseReferralProgram(SARP).
b. Shouldanemployeewithaposi9vealcoholtestdesiretopar9cipateinsaidprogramheorshemustno9fytheDirectorofHumanResourcesthatheorshewishestopar9cipateinsuchSARP.
c. Asacondi9onofcon9nuedemploymentwiththeCity,theemployeeshallconsenttoandundergoevalua9onbyaSubstanceAbuseProfessional(hereaoer“SAP”),andifrecommendedbytheSAP,rehabilita9on,andfurtheragreetofollow‐uptes9ngasrequiredinthesec9onofthispolicyen9tled“SubstanceAbuseReferralProgram”.TheemployeemustcompletetherequirementsofSARPassetforthhereinunlesstheSAPtrea9ngtheemployeerecommendsreturnbytheemployeetoworkwhilecomple9ngtheSARPandsuchreturnisapprovedbytheMRO.Theemployeeissubjecttoretestforalcoholordrugsbeforeheorsheisperminedtoreturntowork.
d. TheEmployeemustgivetheSubstanceAbuseProfessionalpermissiontoreleaseanytreatmentinforma9onandstatusreportstotheDirectorofHumanResources.Theemployeeisresponsibleforensuringthatanychangesintheemployee’sstatusorpar9cipa9onlevelintheSARPisreportedtotheDirectorofHumanResourceswithinoneweek.
e. Anemployeewhoelectstopar9cipateintheSARPbutfailstocompletetheSARPwillbeterminated.Intheeventtheemployeeisallowedtoreturntoworkwhilecomple9nganyoftheelementsoftheSARP,theSAPshallmakesuchevalua9onsandreportsupontheprogressoftheemployee.
C. Inconclusive,InvalidorAdulteratedTests
1. Aninconclusiveorinvalidtestshallnotbedeemedtobeasuccessfultest,andanemployeedeterminedbytheMROtohavehadaninclusivetestresultshallnotbeexemptfromfurthertes9ng.
2. Inthecaseofaninconclusiveorinvalidtest,theMROshalldetermineifthesampleshallbere‐tested,oranewtestshallbeadministeredtotheemployee.TheMROshallreviewandconsidertheemployee’svalid,legalprescrip9onswhenaposi9ve,inconclusiveorinvalidtestcouldhaveresultedfromlegallyprescribedmedica9on.
3. AtestdeterminedbytheMROtohavebeenadulteratedshallbedeemedaposi9ve,failedtest.
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D. SubstanceAbuseReferralProgram
TheMROshallestablishaSubstanceAbuseReferralProgram(“SARP”).TheSARPshallincludeprogramstoassistemployeeswhohaveaposi9vealcoholtestandabstainfromfurtheruseofprohibitedsubstances.
1. Employeeswhopar9cipateinaSARPasaresultofaposi9vealcoholtestshallbeevaluatedfirstbyaSubstanceAbuseProfessional(SAP)todeterminetheappropriateinterven9ons.TheSAPshallevaluatetheemployee,anduponfindingthattheemployeerequiresassistancewithanalcoholproblemshallrefertheemployeetothetreatmentprogramdesignatedbytheMROprovidingsuchservicesorinterven9ons.Uponsuccessfulcomple9onofsuchprogramand/orinterven9ons,theSAPshallre‐evaluatetheemployee.IftheSAPdeterminesthataddi9onaltreatmentisnecessarytheemployeeshallnotbeperminedtoreturntoworkun9lsuchaddi9onaltreatmentissuccessfullycompleted.If,duringpar9cipa9oninatreatmentprogram,theemployeeisreleasedtoreturntowork,theprogramshallno9fytheemployee'sSAP,whoshallthenevaluatetheemployee,alongwithanyinforma9onprovidedbythetreatmentprogram,anddetermineiftheemployeeshallbeperminedtoreturntowork.TheSAPmayrecommendthattheemployeeundergofollow‐uptes9ngoraspecificmonitoringprotocolasacondi9onforreturningtowork,butinnoeventshallsuchfollow‐uptes9ngrequirementbelessfrequentthanthatspecifiedelsewhereinthisOrdinance.
2. TheSAPshallnotreferanemployeetotheSAP'sprivateprac9ceortoapersonororganiza9onfromwhichtheSAPreceivesremunera9onorinwhichtheSAPhasafinancialinterest.Inallcasestheprogrammustbeapprovedand/orcer9fiedbytheappropriateagencyoftheStateofIndianaortheUnitedStatesDepartmentofHealthandHumanServices.
3. Uponcomple9onoftheini9alevalua9onandthedevelopmentofatreatmentplan(includingreferral)theSAPshallprovidetheHumanResourcesDepartmentwithareportoftheevalua9on,thetreatmentplanandthereferral.Thetreatmentprogramshallalsoprovide9melyreportsofanemployee’sprogress,changesinstatusorpar9cipa9onlevelorcomple9onoftheprogramtotheSAPandtheHumanResourcesDepartment.Priortopermimngtheemployeetoreturntowork,theSAPshallprepareafollow‐upreporttotheHumanResourceDepartment.Thereportshallsummarizetheemployee'streatment,thedatesofprogrampar9cipa9on,theclinicalcharacteriza9onoftheemployee'spar9cipa9on,andshallincludeastatementthattheemployeehassuccessfullycompletedallrecommenda9onsoftheSAPandisreleasedtoreturntowork.TheSAPmayalsorecommendspecificaddi9onalfollow‐uptes9ngbeyondthatrequiredbythisOrdinance.
4. Anemployeewhopar9cipatesintheSARPmustconsenttothereleaseofinforma9onbytheSAPandthetreatmentprogramtotheDirectorofHumanResourcesasacondi9onofhisorhercon9nuedemploymentwiththeCity.Ifconsentisnotgiven,theemployeeshallbeterminatedfromemploymentwiththeCity.Further,ifanyemployeerefusestopar9cipateintherecommendedtreatmentplanordoesnotcompletethetreatmentplan,theemployeeshallbesubjecttoimmediatetermina9on.Thetreatmentplanandallprogramrequirements,including
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scheduledoutpa9entsessionsortreatment,mustbesuccessfullycompleted,withoutinterrup9on,inorderfortheemployeetobeperminedtocon9nueemploymentwiththeCity.
StandardsforTesting
A. ScreeningandConOirmatoryTesting
1. Ascreeninganalysisshallbeconductedforthepresenceofsubstanceslistedunderthesec9onofthisOrdinanceen9tled“SubstancestobeTested”.Thescreeningtes9ngshallbeconductedinaccordancewiththeguidelinesoftheDepartmentofHealthandHumanServices.Ifthescreeningtestisposi9veforanyofthelistedsubstancesasecondanalysisshallbeconductedonthespecimen.Thesecond,orconfirmatoryanalysis,shallu9lizeagaschromatograph‐massspectrophotometrytechniquetodetectthepresenceandconcentra9onofthelistedsubstances.TheconfirmatorytestresultsshallbereportedtotheMROiftheanalysisyieldsresultsinexcessofthethresholdvaluessetforththesec9onofthisOrdinanceen9tled“Posi9veTestThresholdLevels”.
2. TheMROmayorderthetes9nglaboratorytoperformarou9netestofanyspecimenorgroupofspecimensforthepurposeofdetec9ngthepresenceofcontaminantsorsubstancesaddedtothespecimentoadulterateitortointerferewithlaboratorytes9ngordetec9onofcontrolledsubstances.Uponreceivinglaboratoryresultsshowinganadultera9ngcompoundorinterferingsubstancetobepresentinanyspecimen,theMROmaydisqualifythetestandthetestedindividualwillbedeemedtohaverefusedtoundergoatestrequiredbytheOrdinance.
B. PreservationofSamplesbytheLaboratory
Thelaboratoryshallmaintainalong‐termstorageofallspecimensthatarefoundtobeposi9ve.Saidspecimensshallbemaintainedinlong‐termfrozenstorageforaminimumperiodoffive(5)years.Ifthereisanydisputedmanerrela9ngtoatestoranypendingorthreatenedli9ga9onrela9ngtothetestorac9onrela9ngthereto,thenthespecimenshallbepreservedun9lallsuchmanersarefullyresolved.
C. PositiveTestThresholdLevels
1. DrugThresholds
a. ScreeningtestsshallbeconductedinaccordwiththeguidelinesoftheUnitedStatesDepartmentofHealthandHumanServicesorsuchsupplementalregula9ons,ifany,issuedinaccordancewiththeprovisionofthisOrdinanceforthesubstanceslistedinthisOrdinanceinthesec9onen9tled“SubstancestobeTested”.Aposi9veresultuponscreeningtestperformedinconformancewithsaidguidelinesorregula9onsshallrequireaconfirmatorytestofthesamespecimen.
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b. Aconfirmatorytestshallbeposi9veatthelevelsprescribedbytheUnitedStatesDepartmentofHealthandHumanServicesGuidelinesappearingat49CFR§40.87(orinanysubsequentlyenactedfederalRegula9onsupersedingsuchSec9on)forthesubstanceslistedinthesec9onofthispolicyen9tled“SubstancestobeTested”ofthispolicy.Unlessotherwisestatedinsaidregula9on,aconfirmatorytestshallbedeemedtobeposi9veatthefollowinglevels:
1)Marijuana15nanogramspermilliliter(ng/ml)'
2)Cocaine150ng/ml;
3)Opiates300nanogramspermilliliter(SeeNote1);
4)Phencyclidine25ng/ml;and
5)Amphetamines500ng/ml.
6)ForScheduleI,IIandIIIdrugsunderIndianaCode35‐48‐2,thelevelforaposi9vetestshallbedeterminedbytheMROorotherwiseestablishedunderIndianaLaw.
c. Thetes9ngthresholdsprescribedbythissubsec9onshallbedeemedamendedbyreferencewhenevertheabove‐referencedregula9onsoftheUnitedStatesDepartmentofHealthandHumanServices,thesupplementalregula9onsoftheCityofEastChicago,ortheregula9onsoftheUnitedStatesDepartmentofTransporta9onwhichspecifyapplicabletes9ngthresholdsareamendedandmadeeffec9ve.
d. Aposi9vescreeningtestshallnotbedeemedtobenega9vebyreasonofthefactthatthelevelofthecontrolledsubstancefoundtoexceedthethresholdforaposi9veconfirmatorytestislessthanthethresholdlevelofsensi9vityinthecorrespondingscreeningtestforthesubstance.
2. AlcoholThresholds
a. Abreathorbloodalcoholtestyieldingaresultof0.02BACshallbeconsideredaposi9veresultforpurposesofthisOrdinance.
b. Ifascreeningtestisperformedandthereportedvalueis0.02orgreater,aconfirmatorytestshallthenbeperformedu9lizinganeviden9al‐gradebreathanalysisdevice.Aconfirmatorytestof0.02orgreatershallbereportedasposi9ve.
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D. SpecimenCollection;TransportationofEmployees
1. UnlessotherwisespecifiedinthisOrdinance,collec9onofspecimenshallcomplywiththeproceduresestablishedbytheUnitedStatesDepartmentofTransporta9onandtheUnitedStatesDepartmentofHealthandHumanServicessetforthin73FR§71858“MandatoryGuidelinesforFederalWorkplaceDrugTes9ngPrograms”availableathnp://edocket.access.gpo.gov/2008/pdf/e8‐26726.pdforsuchfutureregula9onwhichmaysupplantorreplacesuchprocedures.
2. Specimensshallbecollectedatacollec9onsitedesignatedandapprovedbytheMRO.Allemployeeswhoundergotes9ngundertheprovisionofthisOrdinanceshallbetransportedtothespecimencollec9onsitebytheemployee'sDepartmentHeadorbyaSupervisordesignatedbytheemployee'sDepartmentHead.
3. Anotherwisevalidtestresultshallnotbedeemedtobeinvalidintheeventanemployeeistransportedtothecollec9onsitebysomeoneotherthanthepersonneloutlinedintheaboveparagraph.
E. SpecimenIntegrity
Thespecimenshallnotbeconsideredvalidifthetemperatureofthespecimenisoutsidetherangesetforthin42CFR40[seehnp://www.gpoaccess.gov/cfr/].Inthisevent,asecondspecimenshallbeobtainedassoonaspossible,andineverycasewithintwobusinessdaysunderthedirectobserva9onofacollec9onsitestaffpersonofthesamegenderastheemployeebeingtested.
Whenevercollec9onsitepersonnelortheMROhavereasontobelievethataspecimenhasbeensubs9tutedorotherwisealteredoradulterated,asecondspecimenwillbeobtainedunderobserva9onassoonaspossibleatthecollec9onsite,andineverycasewithintwobusinessdaysofthedetermina9onthattheoriginalsamplehasbeensubs9tuted,alteredoradulterated.
F. AdulterationorTamperingwithSpecimen
Whenaspecimenisreportedtocontainasubstancewhichmayinterferewiththelaboratoryanalysisforaprohibitedsubstance,orotherforeignsubstance,theMROshallreviewthelaboratoryresultsanddeterminethenatureoftheforeignsubstance.TheMROortheMRO'sdesigneeshallinves9gatetodetermineiftheforeignorinterferingsubstancecouldbearesultofmedicaltherapy,aphysiologicabnormalityoradeliberateadultera9onofthespecimen.IftheforeignorinterferingsubstanceisjudgedbytheMROtobeananemptatdeliberateadultera9ontheMROshallreportthespecimentobeadulterated.Thisshallbeconsideredarefusalbytheemployeeorapplicanttoundergotherequiredtestasdefinedinthesec9onofthisOrdinanceen9tled“RefusaltoUndergoRequiredTes9ng”.
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G. PrivacyinDrugTestingEmployeesandapplicantssubjecttodrugandalcoholtes9nginaccordancewiththisOrdinanceshall beaffordedreasonableprivacyinthespecimencollec9onprocess.
H. MedicalReviewandMedicalReviewOfOicerTheCityofEastChicagoHealthOfficer,aPhysicianlicensedtoprac9ceinthestateofIndianaandthusqualifiedtoreceiveandinterpretconfiden9almedicalrecordsandtoadministerthispolicy,shallserveastheMedicalReviewOfficer.
1. TheMedicalReviewOfficer(MRO)shallreceivealldrugtestresults.TheMROshallreviewandinterpretconfirmedposi9vetestresultsreportedbythelaboratory.Inperformingthisreview,theMROshallexaminealternatemedicalexplana9onsforanyposi9vetest.Thismayincludeconduc9ngamedicalinterview,areviewoftheindividual'smedicalhistoryorareviewofanyotherrelevantbiomedicalfactors.TheMROshallreviewandconsideranyvalid,legalprescrip9onwhenaposi9vetestcouldhaveresultedfromlegallyprescribedmedica9on.
2. TheMROshallprovidetheemployeeanopportunitytodiscussthetestresultsbeforeafinaldetermina9onismadebytheMRO.Amedicallylicensedpersonunderthedirec9onoftheMROmaymakeini9alcontactwiththeemployeeandmaygatherinforma9onfromtheemployeeandexplaintherequirementsofthisOrdinance.
3. Addi9onally,theMRO,aoerreviewofreports,specimendocumenta9on,chainofpossessiondocumenta9on,qualitycontroldata,mul9plesamplesand/ortests,andotherrelevantdata,maydeterminethattheresultisscien9ficallyinsufficientforfurtherac9onandclassifytheresultasnega9ve,ormaydirecttheDirectorofHumanResourcestohavetheindividualretested.
4. TheMROshallworkwiththeHumanResourcesDepartmenttodeveloptrainingprogramsormaterialsnecessaryfortheimplementa9onofthispolicy.
5. TheMROmaydesignateamedicallylicensedindividualtoactashisorherdesigneefortheorderingoftests,selec9onofemployeestobetested,andreceiptoftestresults,orotherdu9esspecifiedunderthispolicy.Thispersonmustactunderthesupervisionof,andreportdata,testresultsreceived,decisionsmadeorotherper9nentinforma9ontotheMRO.TheMROshallbethefinalauthoritywithregardtoanydetermina9onsmadeunderthissec9on.
NoticeandTraining
A. SupervisorTraining
TheMROandHumanResourcesDepartmentshalldevelopatrainingprogramtoassistSupervisorypersonneliniden9fyingdrugandalcoholabuseamongemployeesandoncompliancewiththeproceduresoutlinedinthispolicy.Suchtrainingwillbedirectedtoward
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helpingSupervisorsrecognizetheconductandbehaviorthatgivesrisetoareasonablesuspicionofdrugoralcoholuse,properlyinformemployeesoftherequirementsandproceduresrela9ngtotheDrugTes9ngProgram,andhelpSupervisorypersonnelunderstandtheirresponsibili9esinimplemen9ngthispolicy.
B. CoordinationofTesting
TheMROandtheMRO'sdesigneeareherebydirectedandauthorizedtoadministerthetes9ngofpersonsfordrugsandalcoholasrequiredhereinandshallassistinthetrainingofSupervisorsasrequiredherein.Allmanersrela9ngtopersonneladministra9onshallbetheresponsibilityoftheDirectorofHumanResources.Implementa9onofthetechnicalaspectsofdrugandalcoholtes9ngshallbeunderthesupervisionanddirec9onoftheMROandtheMRO'sdesignee.
C. NoticetoEmployees
TheHumanResourcesDepartmentshallprovidewrinenno9ceofalldrugandalcoholpolicies,includingthistes9ngpolicy,toallemployees.Theno9cesshallcontain,asaminimum,thefollowing:
1. TheCitypolicyregardingdrugandalcoholabuseanddrugfreeworkplace;
2. Theneedfordrugandalcoholtes9ng;
3. Thecircumstancesunderwhichtes9ngmayberequired;
4. Theprocedureforconfirminganini9alposi9vedrugtestresult;
5. Theconsequenceofaconfirmedposi9vetestresult;
6. Theconsequenceofrefusingtoundergoadrugandalcoholtest;
7. Therighttoexplainaposi9vetestresultandtheappealproceduresavailable;and
8. TheavailabilityofSubstanceAbuseReferralProgram.
DeliveryofacompletecopyofthisOrdinancetoemployeesshallbedeemedsufficienttocomplywiththissec9on.CopiesshallalsobekeptonfileintheHumanResourcesDepartmentandmadeavailabletoemployeesuponrequest.
D. ReportingofConOirmedPositiveTestResults.
TheMROortheMRO'sdesigneeshallreportallresultstotheDirectorofHumanResources,whoshallthenins9tutesuchac9onasmayberequiredbythisOrdinance.Resultsofposi9vetestsforPoliceDepartmentpersonnelandFireDepartmentpersonnelshallbecommunicatedtotheChiefoftherespec9vedepartment.TheChiefshallthenins9tutesuchac9onsasarerequiredbythisOrdinance.
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RightsandResponsibilities
A. RighttohaveSpecimenRetested.Anemployeeorapplicantwhoseconfirmatorytestasdescribedhereinisreportedasposi9vemay,attheemployee'sorapplicant'sownexpense,haveanaddi9onalindependenttestconductedonapor9onofthesamesampleatalaboratorycer9fiedbytheUnitedStatesDepartmentofTransporta9onortheUnitedStatesDepartmentofHealthandHumanServicestoperformsuchdruganalysis.TheresultsofsuchanalysisshallbeforwardeddirectlytotheMROortheMRO'sdesigneewho,aoerreviewingsame,shallreporttheresultstotheHumanResourcesDepartment.TheHumanResourcesDirectorshallthendeterminetheappropriatecourseofac9ontobetakenasaresultofsaidretes9ng.
B. RightofAppealofActionstakenunderthisOrdinance.1. Ifanemployee(whoisnotapoliceofficerorfirefighter)isreportedtohaveaposi9vetestresult
andpersonnelac9onasdescribedhereinhasbeentaken,theemployeemayrequestahearingwithinten(10)daysofno9fica9onofsuchac9on.Suchrequestshallbemadeinwri9ngtotheBoardofPublicSafety,whoshallhearsuchappealandmakeafinaldetermina9oninthemanerinkeepingwiththisOrdinanceandapplicableCityofEastChicago,StateandFederalLaw.TheBoardshalldeliverwrinenno9ceofthehearingtotheemployeeinpersonorbyacer9fiedlenersenttohisorherlastknownaddress.Saidno9ceofhearingshallbedeliveredtotheemployeewithinthirty(30)daysofreceiptofthewrinenrequestforhearing.Theno9ceshallinformtheemployeeoftheplace,dateand9meofsuchhearingandshallinformtheemployeeofthehearingprocedureandhisorherrightsinsuchprocedure,includingtherighttoberepresentedbylegalcounsel.
2. ThehearingshallbeconductedbasedupontheguidelinessetforthintheIndianaCodeorprovidedbytheCityCorpora9onCounsel.Withinthirty(30)daysfollowingthecloseofthehearing,theBoardshallissueawrinendecisionandabriefsummaryofthefactsandevidencesuppor9ngthatdecision.
C. RightofAppealforPoliceOfOicersandFireFightersAc9onstakenunderthisOrdinancemaybeappealedbypoliceofficerstotheBoardofSafetyandbyfirefighterstotheFireCivilServiceCommission.SuchappealshallbemadeinaccordancewiththepoliciesandproceduresestablishedbytheBoardofSafetyandFireCivilServiceCommission.
D. PreservationofInformationandRecordsAlllaboratorytestresultsandreportsofbothposi9veandnega9vetestsshallremaininthepossessionoftheMROortheMRO’sdesignee,whoshallretainthemforaminimumperiodoften(10)years.UponrequestfromtheDirectorofHumanResources,theLaboratorytestresults,alongwithallinforma9onobtainedbytheMROordesigneeindeterminingifanindividualtestisreportedasposi9ve,shallbemadeavailableforinspec9onbytheDirectorofHumanResources.
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E. ConOidentialityRequirementsAllinforma9onrela9ngtoanemployee'sorapplicant'sdrugandalcoholtestisconfiden9al.Allrecords,reportedtestresultsandotherinforma9onrela9ngtodrugandalcoholtes9ngshallbekeptinlockedfilecabinetslocatedinasecureareawithaccesslimitedtopersonnelinvolvedintheadministra9onofthisOrdinance.Disclosureoftestresultstoanyperson,agencyororganiza9onotherthantheappropriatecityofficialorstateorfederalagencyhavingappropriatejurisdic9on,isprohibitedunlessspecificwrinenauthoriza9onisobtainedfromtheemployeeorapplicant.AnyemployeeoftheCitywhoviolatesthissec9onoranyprovisionsofHIPAAbydisclosingtestresultsorotherinforma9onrela9ngthereto,shallbesubjecttoimmediatetermina9on.
F. ResponsibilityofDepartmentHeadsandSupervisorsDepartmentHeadsandSupervisorsareresponsibleforabidingbytheconfiden9alityrequirements,9melimits,repor9ngrequirements,andotherresponsibili9esoutlinedinthisOrdinanceaswellasfollowingthedirec9onoftheMRO,orDirectorofHumanResources.ADepartmentHeadorSupervisor’sfailuretoassistintheimplementa9onandenforcementofthisOrdinanceincludingthefailuretoreportanemployeewhoisreasonablysuspectedofbeinginviola9onofthisOrdinanceshallitselfcons9tuteaviola9onforwhichtheDepartmentHeadorSupervisorshallbeheldaccountable.
G. IndemniOicationandDefenseofActionsTheCityshalldefendandindemnifytheMROandhisorherdesignee,theDirectorofHumanResourcesandhisorherdesignee,personnelundersupervisionoftheMROorHumanResourcesDirector,cityofficials,orcityemployeesinvolvedintheadministra9onofthisOrdinanceinanyli9ga9onoradministra9veproceedingresul9ngfromorrela9ngtotheadministra9veproceedingsundertakenpursuanttothisOrdinance.
H. MonitoringofTestingFrequencyTheMedicalReviewOfficershallmonitorthefrequencyoftes9ngandthetes9ngofindividualsrequiredbythisOrdinance.Ifatany9metheMROdeterminesthataddi9onaltes9ngisnecessarytocomplywiththerequirementsorintentofthisOrdinance,theMROortheMRO'sdesigneeshallini9atesuchaddi9onaltes9ng.Suchaddi9onaltes9ngshallbeorderedbytheMROinanunbiasedandimpar9almanner.
EffectandImplementation
A. RepealofPreviousPoliciesandProcedures.Allpreviouspoliciesandproceduresrela9ngtodrugandalcoholtes9nginconflictwithanyprovisionofthisOrdinanceareherebyrepealed.
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B. SeverabilityIntheeventthatanycourtorotheren9tyhavingjurisdic9ondeterminesanyprovisionofthisOrdinancetobevoidorinvalid,suchdetermina9onshallnotaffectallotherprovisionsofthisOrdinance,whichshallremaininfullforceandeffect.
C. SectionTitlesandHeadingsSec9on9tlesandotherheadingsareincludedinthisOrdinanceforreferencepurposesonlyandarenottobeconsideredasalegalorbindingcomponentofthisOrdinance.
D. PromulgationofProcedures,RulesandRegulationsTheDirectorofHumanResourcesorMedicalReviewOfficermayproposerulesandregula9onsthatarenecessaryfortheimplementa9onofthisOrdinance.Suchproposedrulesandregula9onsmaybeconsideredbytheexecu9veoftheCityandthosefoundnotbeinconflictwiththisOrdinancemaybeissuedasanExecu9veOrdersignedbytheMayor.OncesignedbytheMayor,saidrulesshallbebindingupontheemployeesoftheCity.
E. EffectiveDateThisOrdinanceshalltakeeffectfioeen(15)daysaoerpassagebytheCommonCounciloftheCityofEastChicagoandapprovalbytheMayoroftheCityofEastChicago.Duringthisfioeen(15)dayperiod,theDirectorofHumanResourcesshalldistributethisOrdinanceandrelatedinforma9ontoallemployeesoftheCityofEastChicagoanditsdepartments,agenciesandpoli9calsubdivisionswhoaresubjecttotheprovisionsofthisOrdinance.
F. ImportantContactInformation*1. ForInforma9onrelatedtotheSubstanceAbusePolicy,tes9ng,ortoreportreasonablesuspicion
ofaviola9onofthisOrdinanceorawork‐relatedvehicleorotheraccident:
HumanResources:(219)391‐8479EastChicagoHealthDepartment:(219)391‐8258EastChicagoHealthDepartmentCommunica9onsCenter:(219)391‐8467
2. Numberstocallincaseofanaccidentinvolvingacity‐ownedvehicleorothervehicleduringworkhours(inaddi9ontothenumberslistedaboveandtheDepartmentHeadorSupervisor):
Emergency:• Call911• EastChicagoEmergencyCommunica9onsCenter:(219)391‐8268
Non‐Emergency:• EastChicagoPoliceDepartment,(219)391‐8400or(219)391‐8268.
*Notethatthephonenumberslistedabovearesubjecttochange.
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CityofEastChicago,Indiana
SubstanceAbusePolicy
EmployeeHandbook
AcknowledgmentForm
I hereby acknowledge that I have received a copy of the City of East Chicago Substance Abuse Policy Manual, passed into law as East Chicago City Ordinance 11-0023. I understand and acknowledge that this policy is the law of the City, and applies to me during my term of employment with the City of East Chicago.
I understand that the purpose of this Policy is to protect the health and safety of the public and City employees, including myself.
I understand that it is my responsibility to familiarize myself with the information contained in the Substance Abuse Policy Manual. I understand that I am obligated to comply with the policies, procedures and rules detailed in the Substance Abuse Policy Manual. I understand that this policy replaces all previous City-wide Substance Abuse Policies, but that it does not supersede more stringent policies in effect in certain City departments (such as U.S. Department of Transportation regulations, which apply to East Chicago Bus Transit).
I understand that this policy applies to all employees regardless of whether of this acknowledgement is signed by any individual employee or kept on file by the City.
_____________________________Employee Name (Please Print)
_____________________________ ______________Employee Signature Date
_____________________________ ________________________Department Head/Supervisor Title
_____________________________ ______________Human Resources Date Received
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