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Human Resources (Policy and Procedure) > !TEST**No. 505, Drug/Alcohol/Substance Abuse (5/1/2018) > Flashcards

!TEST**No. 505, Drug/Alcohol/Substance Abuse (5/1/2018) Flashcards

1
Q

What must employees do, to promote a drug free work environment?—-

A

Employees are required to come to work and remain able to do your job safely.

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2
Q

**While on duty, on-call, or on City property, what are employees prohibited from?—-

A

1) No purchasing, possession, using, consuming, abusing, making, distributing, selling alcohol/drugs
2) No having any amount of alcohol/illegal drugs in system for non med reasons
3) Can’t be under influence

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3
Q

What actions may occur, if an employee violates the City’s drug and alcohol policy?

A

May result in disciplinary action, up to and including termination, or required participation in a substance abuse treatment or rehab program.

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4
Q

Who is covered by the City’s drug/alcohol policy?

A

All City of Glendale personnel.

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5
Q

What must all City employees do, as a condition of employment, concerning the drug/alcohol policy?—-

A
  • all must know, agree to, and abide by the policy (state and fed regulations also)
  • all must submit to alcohol/illegal drug testing based on this policy (and all state/fed regs).
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6
Q

What are safety-sensitive duties considered, when employed by the City?—-

A
  • any job designated by City as safety-sensitive
  • duties performed by an employee whose impaired job performance poses a risk to life, as well as public health and safety
  • operating motor vehicle/power tools
  • repair/maintain equipment, where malfunction could cause injury
  • perform duties on customer/vendor property
  • employees normally doing non-safety, directed to perform safety sensitive
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7
Q

Under Fed Regs, what are the duties for safety-sensitive positions?—-

A
  • operating a revenue service vehicle
  • operating a non-revenue service vehicle (by holder of a CDL)
  • controlling dispatch of a revenue service vehicle
  • maintaining revenue/non-revenue service vehicle/equipment
  • carrying a firearm for security purposes
  • stand in shoes of transit employee
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8
Q

What are duties for non-DOT safety-sensitive positions?

A
  • operating a motor vehicle/power tool/
  • repairing/maintaining equipment where malfunction may result in injury or property damage
  • performing duties on customer/vendor property
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9
Q

What provisions are sworn law enforcement personnel subject to?

A

The provisions of AZPOST (AZ Peace Officer Standards and Training).

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10
Q

According to what provisions will non-sworn law enforcement personnel be tested?

A

The provisions of AZPOST (AZ Peace Officer Standards and Training).

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11
Q

Who will ensure that contracted persons for safety-sensitive duties, participate in a drug /alcohol testing program that complies with regulations of DOT?

A

The hiring authority.

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12
Q

Who will the hiring authority inform about any temp employee that will be included in the City’s substance abuse testing program?

A

Human Resources Executive Director or designee.

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13
Q

Who are questions concerning the City’s drug/alcohol Abuse Policy directed to?

A

Human Resources Exec Dir or designee.

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14
Q

Who’s responsibility is it to maintain satisfactory job performance, and maintain valid drivers license?—-

A

The responsibility of each employee.

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15
Q

**What must an employee do if they lose their license, or it gets suspended?—-

A

They must report it to their immediate supervisor (failure to do so will subject the employee to disciplinary action, up to and including termination.

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16
Q

What happens if an employees unsatisfactory performance, is the result of the use of alcohol/illegal drugs?

A

Employee shall be immediately removed from his/her duties and terminated.

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17
Q

**What happens when an employee is in possession of, uses, abuses alcohol/illegal drugs while on duty?—-

A

Considered a major performance deficiency, immediately removed from duties and subject to termination.

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18
Q

**What is the employees responsibility, if they are arrested for or convicted of, any drug related offense while on duty?—-

A

Employee shall report such arrest to his/her supervisor immediately, and in no case later than 5 calendar days after arrest.

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19
Q

**What is the City’s responsibility, for an employee that works for a department that receives fed funding, is arrested for or convicted of any drug related offense while on duty?—-

A

City is responsible for notifying the appropriate fed agency of such conviction within 10 calendar days, after receiving notice of the conviction.

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20
Q

What happens when an employee knowingly refuses to participate in the City’s drug testing, after having been directed to do so?—-

A

Employee will be immediately removed from duties and disciplined, up to and including termination.

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21
Q

What happens when an employee fails to successfully complete the EAP and prescribed rehab after having signed an agreement with the City?—-

A

Employee will be immediately removed from duties and disciplined, up to and including termination.

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22
Q

When an employee is subject to termination in accordance with City policies and procedures, who will advise them of available resources?—-

A

Human Resources.

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23
Q

The City (also with DOT-FMCSA and FTA) may conduct drug/alcohol tests during what phases employment?—-

A
  • pre employment
  • random
  • reasonable suspicion
  • post accident
  • return to duty
  • follow up
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24
Q

What is DOT-FMCSA?—-

A

Dept of Tran-Federal motor carrier safety admin.

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25
Q

What is DOT-FTA?—-

A

Dept of Tran-Federal transit admin.

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26
Q

What test is given to DOT-FMCSA and DOT-FTA employees to determine blood/alcohol levels?—-

A

BAT (Breath Alcohol Test). If BAT is not available, the SAT (Saliva Alcohol Test) will be used.

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27
Q

What test is given to NON-DOT, safety sensitive employees to determine blood/alcohol levels?

A

SAT (Saliva Alcohol Test). If SAT test is not available, Breath Alcohol Test (BAT) will be used.

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28
Q

What test, for drug and other controlled substances, can be administered to all DOT-FMCSA, DOT-FTA, and NON-DOT safety sensitive employees?—-

A

Urine sample test (if Urine Sample Test is not available, Oral Fluid Drug Test will be used).

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29
Q

In determining drug levels, the Oral Fluid Test will be used. What drugs will the Oral Fluid Drug Test be used to identify?—-

A
  • marijuana
  • cocaine
  • opiates
  • phencyclidine (PCP)
  • amphetamines
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30
Q

Who determines positions for which candidates will be tested for the presence of alcohol/illegal drugs?

A

It will be jointly determined by HR Exec Dir, City Attorney, Asst City Mgr, Fire Chief or Police Chief (having authority over the positions).

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31
Q

How soon will a candidate for employment, have to be tested for alcohol/illegal drugs, after accepting a position?—-

A

Within 24 hours from accepting the offer for employment.

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32
Q

What drug test result must be received before a DOT safety sensitive employee can start work?—-

A

Negative result.

33
Q

What drug test result must be received before a NON-DOT safety sensitive employee can start work?

A

Negative result, unless the NON-DOT safety sensitive employee are active medical marijuana card holders who test positive but are not considered impaired.

34
Q

What must a NON-DOT safety sensitive employee do to transfer to a DOT safety sensitive position?

A

They must pass an alcohol/illegal drug test.

35
Q

How are DOT-FTA employees selected for drug testing?—-

A

FTA random selection pool.

36
Q

How are DOT-FMCSA employees selected for drug testing?—-

A

FMCSA random selection pool.

37
Q

After how many days, removed from the random selection pool for drug testing, will a DOT-FTA employee need to be tested?

A

90 days (as a condition of return to duty).

38
Q

After how many days, removed from the random selection pool for drug testing, will a DOT-FMCSA employee need to be tested?

A

30 days (as a condition of return to duty).

39
Q

After how many days, removed from the random selection pool for drug testing, will a NON-DOT safety sensitive employee need to be tested?—-

A

30 days (as a condition of return to duty).

40
Q

How is the random testing done, for drug testing?—-

A

It will be unannounced, performed just before, while, or just after employee performs their duties (selection is spread throughout the calendar year). Done within 30 mins of being notified.

41
Q

How is drug testing decided, when reason is due to “Reasonable Suspicion”?—-

A
  • observation of symptoms
  • decrease in duty performance
  • employee speech, walking, standing
  • negligence in operating equipment
  • disregard for safety
42
Q

Who will the supervisor contact, to request a drug test for an employee that he/she deems unfit for duty?

A

The supervisor will immediately contact their Exec Dir and the HR Exec Dir, or designee.

43
Q

What happens to an employee when he/she is involved in an accident?—-

A

Employee may be subject to post alcohol/drug testing.

44
Q

If an employee is involved in an accident, who will the supervisor of the employee contact?—-

A

The supervisor will immediately contact their Dir and RM.

45
Q

Concerning post accident drug testing, what happens if an employee knowingly and willingly leaves the scene of an accident before a drug test has been conducted?—-

A

The employee shall be deemed to have knowingly refused to submit to a test and is subject to discipline, up to and including termination.

46
Q

What happens to any employee who tests positive for alcohol and/or illegal drugs?—-

A

They will be subject to termination (unless employee is a medical marijuana holder, because of insufficient amounts to cause impairment).

47
Q

When is an employee given a “return to duty” drug test, in order to return to work?—-

A

When the employee has completed the EAP (or other City approved program), any treatment program recommended by a SAP (substance abuse professional).

48
Q

How long will an employee, who has passed a return-to-duty drug test, be subject to unannounced follow-up testing?—-

A

Number, frequency, and and length of tests determined by SAP.

49
Q

Where will all drug testing be completed?—-

A

All testing will be completed in a lab certified by the Dept of Health and Human Svcs (DHHS), under the National Laboratory Certification Program (NLCP).

50
Q

Who verifies and validates the drug test lab results?—-

A

The Medical Review Officer.

51
Q

Who notifies the employee (and their supervisor) of the drug test results?—-

A

HR/RM Director or Drug Employer Rep (DER).

52
Q

How long does an employee, who has tested positive for illegal drugs, to request a reanalysis of the original urine sample, or test of the split specimen?—-

A

72 hours from being notified of the test result (at the employees expense).

53
Q

What can an employee do to change, if he has a drug/alcohol abuse problem that has not resulted in disciplinary actions?—-

A

Employee may participate in rehab/treatment programs through EAP/other approved programs.

54
Q

Can an employee, who voluntarily notifies his/her supervisor of having a substance abuse problem, be subject to disciplinary actions?—-

A

An employee shall NOT be subject to disciplinary actions, but will be immediately removed from his/her duties and referred to EAP.

55
Q

After an employee voluntarily notifies his/her supervisor of substance abuse, he/she must sign an agreement with the City, agreeing to what 3 things?—-

A
  • continued participation in EAP/rehab
  • submit to return to duty testing and unannounced follow up testing any time
  • be terminated if he/she refuses to test, tests positive, or fails to complete EAP
56
Q

Who is responsible for advising employees of the availability of the City’s EAP?—-

A

Supervisors have the responsibility (if declining job performance does not respond to usual supervisory actions).

57
Q

**What does the EAP offer in services?—-

A
  • confidential counseling
  • assessment
  • case mgt
  • referrals
58
Q

How is EAP assistance obtained?—-

A

Voluntarily or mandated.

59
Q

When is the ONLY time, that the EAP confidentiality can be breached? —-

A

Only in accordance with the laws of the State of Arizona.

60
Q

Records relative to counseling and substance abuse treatment shall be confidential, except when?

A

Except records that Employee Benefits Office may need to administer insurance claims for treatment.

61
Q

Can the use of the EAP be grounds for discipline for an employee?—-

A

It CAN NOT be used as grounds for discipline for an employee, or negatively affect promotional opportunities. But, it also does not reduce their performance expectations.

62
Q

What did the City of Glendale establish, to inform employees of the importance of certain provisions of the EAP?

A

The City created the Drug Free Workplace Program.

63
Q

**Prior to any employee being assigned to safety sensitive duties, how much training in The Drug Free Workplace Program will the employee and supervisor receive?—-

A
  • employee receives 60 minutes

- supervisor receives 120 minutes

64
Q

Who maintains all records relating to the Drug Free Workplace Program, and prepares the annual reports /certificates?—-

A

HR/RM Director.

65
Q

Who annually certifies FTA employees on the Drug Free Workplace Program, and who signs the certificate?

A

The City will annually certify FTA employees

The certificate is signed by the Transit Exec Dir (or person authorized to do so).

66
Q

What is the Drug Free Workplace Act of 1988?—-

A

The act requires any organization receiving fed grants maintain a drug-free workplace.

67
Q

How soon is a “reasonable suspicion” drug test administered?—-

A

Must be within 2 hrs after observing the signs. If not done within 8 hrs, shall not be administered.

68
Q

When is it mandatory that an employee takes a post-accident drug/alcohol test?—-

A

When accident results in:

  • loss of life
  • serious physical injury
  • reasonable suspicion of impairment
69
Q

What is the time limit for administering a post-accident alcohol test?—-

A

As soon as possible or within 2 hours (if not given within 8 hrs, test will not be administered.

70
Q

What is the time limit for administering a post-accident drug test?—-

A

32 hrs (after 32 hrs, test won’t be given).

71
Q

An employee who voluntarily tells their supervisor or DER that they have a substance abuse problem, will NOT be disciplined as long as what 3 things have not happened?—-

A
  • not already notified of a required alcohol/drug test
  • not already failed an alcohol/drug test
  • not subject of a current disciplinary investigation
72
Q

What happens immediately after a member voluntarily notifies their supervisor/DER that he/she has a drug problem?—-

A
  • immediately removed from duties

- put on non-admin leave pending referral to EAP or similar City approved program

73
Q

What must any employee do prior to going to work, when prescribed medication?—-

A

After consult with treating physician, determine if their may be side effects that interfere with job or safety.

74
Q

If prescribed meds will interfere with job performance or safety, who does member disclose info to?—-

A

HR DER, and get direction as to what they should do.

75
Q

In accordance with City Benefits policy #401, who determines whether an employ can safely perform their duties?—-

A

HR DER.

76
Q

**What is an essential element of both the EAP and the Substance abuse Program?—-

A

Confidentiality.

77
Q

How long will a DOT-FTA and DOT-FMCSA employee be subject to unannounced follow up testing for alcohol or controlled substances? —-

A

1 to 5 years as determined by the SAP.

78
Q

**Who is eligible to participate in rehab/treatment programs through the City’s Employee Assistance Program (EAP)? —

A

Employees with alcohol/drug abuse problems (cannot participate if they have received notice to test or if there is an on-going investigation).

Human Resources (Policy and Procedure) (26 decks)

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