8.166 Drug Free Workplace

Question 1

8.166 Drug Free Workplace

For the purpose of this policy only, “______” means regular, call-back, or overtime duty, including reporting for duty, taking police action, and/or volunteering at a department sponsored charity

Answer 1

on duty

Question 2

8.166 Drug Free Workplace

Any consumption of alcohol on or off duty that brings or tends to bring BLNK or BLANK to the department, will subject the employee to disciplinary action

Answer 2

discredit;disrepute

Question 3

8.166 Drug Free Workplace

A concentration of alcohol that indicates BLANK percent or above, at the time of a BAC test, is per se impairment and may be grounds for discipline

Answer 3

.02

Question 4

8.166

Department employees who are determined to be impaired while driving a department vehicle, whether on or off duty will be _________ ______ 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, LVMPD will exercise its rights under Nevada law to seek subrogation, contribution, and/or indemnity from the employee in appropriate circumstances

Answer 4

financially responsible

Question 5

8.166 Drug Free Workplace

An employee may _______ as an abuser of prescription or over the counter drugs or alcohol before being identified through other means. Such self identification may occur through any _______ in the employee’s chain of command or an __________________ who then has an obligation to report it to the Office of Labor Relations

Answer 5

voluntarily self identify
supervisor
association representative

Question 6

8.166 Drug Free Workplace

Under these circumstances the employee will participate in a mandatory rehabilitation program paid for by the employee and or the appropriate health insurance carrier. The employee will also be subject to the conditions of a _________________, which will include unannounced testing for a period of _______

Answer 6

Last Chance Agreement
2 years

Question 7

8.166

The Last Chance Agreement is not subject to any purge provisions set out by contract or policy and will remain as an employment record throughout the employee’s employment or subsequent re-employment. However as a special condition of the amnesty program, the Last Chance Agreement will only remain in the employee’s personnel file consistent with the department’s purge policy for a _________________. Thereafter, the document will be maintained as a separate file in the ______________ and can be acted upon if subsequent drug related offenses arise.

Answer 7

major suspension
Office of Labor Relations

Question 8

8.166 Drug Free Workplace

Reasonable Suspicion Drug Testing

Does not apply to criminal investigations of the employee.

Reasonable suspicion impairment may be based on but not limited to:

1. 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 tack marks, slurred speech, dilated pupils or staggering.
2. a pattern of ___________ or erratic behavior

Answer 8

2. abnormal conduct