R2026-82 Resolution Authorizing the Approval of an Agreement with I.A.F.F. Local 505, from January 1, 2025 through December 31, 2028

Home Browse Search

Section 5. The Administration of Tests. (a) Informing Employees Regarding Drug Testing. All current employees will be given a copy of the Drug & Alcohol Testing Policy upon execution of the Agreement between the parties. All newly hired employees will be provided with a copy at the start of their employment. (b) Pre-Employment Screening. Nothing in this Article shall limit or prohibit the City from requiring applicants for bargaining unit positions to submit to blood and/or urine specimens to be screened for the presence of drugs and/or alcohol prior to employment. (c) When a Test May Be Compelled. There shall be no random, across-the-board, or routine drug testing of employees, except as provided by Section 10 or as otherwise expressly agreed to in writing by the parties. Where there is reasonable suspicion to believe that an employee is impaired due to being under the influence of drugs, or alcohol while on duty, that employee may be required to report for drug/alcohol testing. When a company level officer has reasonable suspicion to believe that an employee is impaired due to being under the influence, that officer shall have the Battalion Chief or his or her designee confirm that suspicion prior to any order to submit to drug/alcohol testing. At the time the employee is ordered to submit to testing the City shall notify the designated Union Representative on duty and if none is on duty, the City shall make a reasonable effort to contact an off duty designated Union Representative. Refusal of an employee to comply with the order for a drug/alcohol screening will be considered as a refusal of a direct order and will be cause for disciplinary action up to and including discharge. It is understood that drug or alcohol tests may be required under the following conditions: (1) When an employee has been arrested or indicted for conduct involving illegal drug related activity on or off duty; (2) When an employee is involved in an on-duty accident where medical treatment by a medical professional is required. (3) When an employee is involved in an on-duty vehicular accident. (4) Where an employee has experienced excessive absenteeism or tardiness, under circumstances giving rise to a suspicion of off-duty drug or alcohol abuse. The above examples do not provide an exclusive list of circumstances which may give rise to testing. Other circumstances may give rise to testing provided they conform to the reasonable suspicion standard. (d) Reasonable Suspicion Standard. Reasonable suspicion exists if the facts and circumstances warrant a rational inference that a person is impaired by alcohol, or controlled substances. Reasonable suspicion will be based upon the following: 39