8.166

Question 1

What is the policy regarding employee impairment at LVMPD?

Answer 1

Employees must be alert and free from impairment caused by drugs, medication, alcohol, or any other substance when on duty.

This includes both reporting for and remaining on duty.

Question 2

What are employees prohibited from doing regarding drugs while employed by LVMPD?

Answer 2

Employees may not ingest, possess, manufacture, distribute, or dispense any prohibited drug.

This applies to both on-duty and off-duty situations.

Question 3

What is defined as impairment?

Answer 3

The condition resulting from using a substance to the degree that may render an employee incapable of effectively performing job duties.

Question 4

Who is a Medical Review Officer (MRO)?

Answer 4

A licensed physician certified by an approved MRO certification board who reviews collection information and interprets test results.

Question 5

What does ‘on duty’ mean for the purpose of this policy?

Answer 5

‘On duty’ includes regular, call-back, or overtime duty, taking police action, and volunteering at department-sponsored charity.

Question 6

What are over-the-counter medications?

Answer 6

Medicine that can be purchased legally without a prescription.

Question 7

What defines prohibited drugs according to LVMPD?

Answer 7

Illegally obtained prescription drugs, illegal drugs, or controlled substances regulated by state and federal laws.

Question 8

What happens if an employee is found impaired due to alcohol?

Answer 8

Disciplinary action may be taken if alcohol consumption brings discredit to the department.

A concentration of .02 percent or above indicates per se impairment.

Question 9

What must employees do if they unintentionally use a prohibited drug?

Answer 9

Immediately report the incident to their supervisor.

Question 10

What is the self-reporting requirement for employees using prescription or over-the-counter medication?

Answer 10

Notify the Health and Safety Detail if informed by a physician or pharmacist that the medication may cause impairment.

Question 11

What is the consequence of not renewing prescriptions annually?

Answer 11

It will be presumed that the employee is no longer taking the medication, and approval will be rescinded.

Question 12

What does the amnesty provision for self-reporting entail?

Answer 12

An employee may voluntarily self-identify as an abuser of drugs or alcohol and must participate in a mandatory rehabilitation program.

Question 13

What are the conditions under which an employee may be terminated?

Answer 13

• Refusal to submit to a required drug or alcohol test
• Evidence of sample tampering
• A positive drug test indicating prohibited drug use

Question 14

What does reasonable suspicion for drug testing include?

Answer 14

• Observable symptoms of drug use
• Erratic behavior
• Arrest or conviction for drug-related offenses
• Reliable information from credible sources

Question 15

What is the procedure if a supervisor has reasonable suspicion of an employee’s impairment?

Answer 15

Contact the Internal Affairs Bureau immediately and conduct a preliminary investigation.

Question 16

What is the maximum allowable alcohol concentration for an employee on duty?

Answer 16

.02 percent or above is considered per se impairment.

Question 17

What is the testing methodology used for workplace testing?

Answer 17

Tests can include urine, hair, blood, breath, or a combination thereof.

Question 18

Fill in the blank: Employees are financially responsible for damages resulting from a collision while ______.

Answer 18

driving a department vehicle

Question 19

True or False: Marijuana is considered a prohibited drug under LVMPD policy.

Answer 19

True

Question 20

What is the purpose of reasonable suspicion in drug testing?

Answer 20

To determine if an employee is misusing alcohol, prohibited drugs, prescription drugs, over-the-counter medications, or other substances

Reasonable suspicion must be based on observations by IAB personnel.

Question 21

What types of tests are required if reasonable suspicion of alcohol exists?

Answer 21

Evidentiary test (breathalyzer or blood test)

Breathalyzer tests are preferred if available.

Question 22

What types of samples may be collected for substances other than alcohol?

Answer 22

Blood, urine, or hair

The type of sample collected depends on the department’s discretion.

Question 23

What happens to an employee suspected of using alcohol or a prohibited drug?

Answer 23

They will be placed on suspension of police powers pending drug test results

This is completed by the bureau commander or designee.

Question 24

What occurs if a drug test returns positive for alcohol or a prohibited drug?

Answer 24

The employee remains on suspension pending IAB investigation completion

The investigation will follow established protocols.

Question 25

What occurs if a drug test returns negative for alcohol or a prohibited drug?

Answer 25

The bureau commander may return the employee to duty after consulting with the Director of Risk Management ## Footnote This is contingent on proper procedures being followed.

Question 26

How are squads selected for random drug testing?

Answer 26

A randomized computer program identifies squads ## Footnote All employees assigned to the selected squad must participate.

Question 27

What is required for an employee to seek an independent drug test?

Answer 27

Supervisory approval and submission of the appropriate leave request ## Footnote This is at the employee's expense.

Question 28

What triggers drug and alcohol testing for commissioned personnel?

Answer 28

Officer-involved shootings or conduct resulting in death or substantial bodily harm ## Footnote Excludes animal shoots and negligent discharges without injury.

Question 29

What is the role of the Critical Incident Review Team (CIRT)?

Answer 29

To oversee the drug and alcohol testing process after critical incidents ## Footnote They ensure proper procedures are followed.

Question 30

What steps are taken if an employee displays symptoms of impairment?

Answer 30

The FIT supervisor evaluates circumstances before CIRT orders testing ## Footnote This is to ensure proper handling of the situation.

Question 31

What types of samples are collected under reasonable suspicion?

Answer 31

Hair, urine, and/or blood ## Footnote The department decides the necessary type based on suspected impairment.

Question 32

What identification must employees present during sample collection?

Answer 32

Photographic identification (e.g., driver’s license or department ID) ## Footnote This is required for verification.

Question 33

What happens to samples that test positive?

Answer 33

They undergo a confirmatory test and results are reviewed by the Director of Risk Management ## Footnote Positive results are further verified by the MRO.

Question 34

What is the time frame for an employee to request a split sample test after a positive result?

Answer 34

72 hours ## Footnote This request does not delay termination or non-confirmation proceedings.

Question 35

How long does the Evidence Vault retain positive samples?

Answer 35

Three years in frozen storage ## Footnote Samples are destroyed after this period unless litigation holds are placed.

Question 36

What must be completed to dispose of a negative sample?

Answer 36

A Dispose Disposition Request in the EDO module ## Footnote This is completed by the Director of Risk Management.

Question 37

What type of collection oversight is required for urine samples?

Answer 37

The sample collector must be present outside the restroom door ## Footnote This ensures that samples are from the employee without visual observation.

Question 38

What guidelines does independent laboratory testing follow?

Answer 38

Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines ## Footnote These guidelines include cut-offs for specific substances.

Question 39

What happens to negative samples after testing?

Answer 39

They are destroyed as soon as practical ## Footnote This includes associated reports.