8.166 Drug Free Workplace

Question 1

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.

Answer 1

Medical Review Officer (MRO)

Question 2

Any consumption of alcohol either on or off duty that brings, or tends to bring, discredit or disrepute to the department, will subject the employee to disciplinary action.

Answer 2

On or off duty

Question 3

Blood alcohol Concentration Level that is grounds for discipline

Answer 3

.02 percent

Question 4

Department employees who are determined to be impaired while driving a department vehicle, whether on or off duty, will be financially responsible for all damages that result from a collision. Financial responsibility will include, and is not limited to, property damage, third party property damage, and/or bodily injury associated with the event.

Answer 4

Department DUI/ financial responsibility

Question 5

If a prescription is presented that provides the length of time the drug is prescribed, (i.e., 30 days), and no subsequent information is provided, the employee will not have approval for the use of the medication after the prescribed period. Prescriptions must be renewed annually; therefore, if an employee does not resubmit their prescriptions at least annually: it will be presumed that the employee is no longer taking the medication and approval will be rescinded.

Answer 5

Prescription medication

Question 6

An employee who subject to a last chance agreement due to self identifying as an abuser of prohibited/ illegal drugs will have unannounced drug testing for ——.

Answer 6

Two years

Question 7

Refusal to submit to a required drug or alcohol test.
Evidence of sample tampering, alteration, adulteration, or substitution.
A positive drug test indicating prohibited drug use.

Will result in

Answer 7

An employee will be subject to termination

Question 8

Upon becoming aware or developing reasonable suspicion of an employee’s impairment, a supervisor will

Answer 8

Conduct a preliminary investigation (which may include an FST). The supervisor should request a secondary supervisor to observe any indicators of impairment to confirm the reasonable suspicion.

Coordinate administrative steps with IAB and transport the employee without delay to the lAB office, unarmed.

Complete the Reasonable Suspicion Document provided by lAB.

Contact the on-call Police Employees Assistance Program (PEAP) supervisor to follow up with the involved employee.

Question 9

Sample collector will notify the squad’s supervisor no more than 45 minutes prior to the test.

1) The sample collector will notify IAB of employees who subsequently request leave after the notification and do not report to duty.

3. An employee may seek an independent drug test at their own expense at the conclusion of the department’s random drug testing process. This will require both supervisory approval, based on department staffing needs, and the submittal of the appropriate leave request.

Answer 9

Random Drug Testing

Question 10

Supervisory Oversight:
The supervisor overseeing the event will immediately contact the Gritical Incident Review Team (CIRT)/Force Investigation Team (FIT) directly and through Dispatch. If the subject employee is displaying symptoms of impairment prior to an order given by CIRT to submit to drug and alcohol testing, the FIT supervisor will evaluate the circumstances for the criminal investigation before CIRT moves forward with the order and subsequent testing..

Answer 10

OIS or conduct that results in death or substantial bodily injury. Impairment testing

Question 11

For a positive result of a random drug test, the Director of Risk Management will initiate a Statement of Complaint.

Answer 11

SOC