5/110.01 GENERAL FITNESS FOR DUTY and a DRUG FREE WORKPLACE Flashcards
It is the policy of this Department that employees are required to be alert and free from impairment caused by drugs, medication, alcohol, or any other substance or compound when:
- reporting for or
- remaining on duty
It is the employee’s duty to consult with their physician to determine if medication will _______ the employee’s ability to effectively perform their job duties.
impair
The condition resulting from using a substance to the degree that may render an employee incapable of effectively performing their job duties.
impairment
A ____________ __________ ________ (MRO) is A licensed physician, holding either a Doctor of Medicine (MD) or Doctor of Osteopathy (DO) degree, certified by an approved MRO certification board. The MRO reviews:
- collection information and
- laboratory reports,
- interviews employees/donors, and
- interprets test results on reasonable suspicion tests,
- positive random tests, and
- other tests deemed appropriate by the Department.
Medical Review Officer
For the purpose of this policy only, “on duty” means
- regular,
- call-out,
- overtime duty,
- including reporting for duty,
- taking police action, and/or
- volunteering at a Department-sponsored charity.
What is the stands of the department stand on marijuana and THC?
The Department considers marijuana and THC prohibited drugs.
Any consumption of alcohol either on or off duty which brings, or tends to bring, discredit or disrepute to the Department, will subject the employee to__________.
disciplinary action.
A concentration of alcohol which indicates a _____ percent or above, at the time of a BAC test, is per se impairment and may be grounds for discipline.
.02 percent
Employees may associate with individuals who are using marijuana legally under state law, either recreationally or medically; however, employees _________________.
do so at their own risk
Employees should be aware that the use of hemp oil, cannabidiol (CBD) oil, or medical marijuana through a registry identification card from the employee’s attending physician, or a prescription for any medication where Delta-8 or Delta-9 tetrahydrocannabinol (THC) or the optical isomer of such substances are a component, will not be an _________ defense for a positive THC drug test.
will not be an acceptable defense for a positive THC drug test.
NOTE: Testing positive for THC is a terminable offense.
It is the __________ duty to ensure that they have provided the Health and Safety Detail with any subsequent prescriptions for the same drug (i.e., changes to dosage or frequency).
employee’s
self-identification may occur through any supervisor in the employee’s chain-of-command or an association representative who then have an obligation to report it to the office of ___________.
Office of Labor Relations
The Department’s workplace testing program allows for:
- Applicants for employment by LVMPD.
- Recruits attending the police and corrections training academies.
- Non-commissioned employees currently employed by the Department, who are applying for commissioned positions.
- Employees will be subject to drug testing upon transfer into a specialized unit.
- Employees will be tested based upon reasonable suspicion of drug use or alcohol impairment.
What are the other four reasons for workplace testing?
- Employees may be subject to random drug testing per their collective bargaining agreement (CBA).
- Designated appointed employees of the Sheriff’s staff (as determined by the Sheriff and including themself) will participate in random drug testing.
- All personnel will be subject to alcohol and drug testing as provided by Nevada law and collective bargaining.
- Employees may volunteer to be drug tested during an official investigation.
Reasonable suspicion for impairment may be based upon, but not limited to (5):
- Observable symptoms, signs, or indicators, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug, such as track marks, slurred speech, dilated pupils, or staggering; or
- A pattern of abnormal conduct or erratic behavior; or
- Arrest or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into prohibited drug possession, use, or trafficking; or
- Information provided either by reliable and credible sources or independently corroborated relating to use, possession, or sale of drugs by the employee; or
- Newly discovered evidence that the employee has tampered with a previous drug test.
A noticeable reduction in __________, substandard performance, sleeping on duty, or high absenteeism may be reasonable suspicion of impairment when combined with one or more of the above indicators.
productivity
