Snyderville Basin Special Recreation District Proposed Changes to the District’s Personnel Policies Presented to the County Council on September 14, 2016

Drug Testing – Proposed v. Current District Policy Proposed/County Policy: Section 12.H: “In order to achieve a drug-free work place all individuals who are extended a conditional offer of employment with the District and employees in safety sensitive positions shall be required to participate in controlled substances testing.” Current District Policy: Section IV.1.A: “…employees in safety sensitive positions shall be required to participate in all of the following alcohol and controlled substances testing: (a) when there is a reasonable suspicion to believe that the employee is in an impaired state, (b) when the employee has been involved in an “on duty accident” or unsafe work practice, (c) on a random basis, (d) as a condition for return to duty after testing positive for controlled substances or alcohol, (e) as part of follow-up procedures to employment related drug or alcohol violations.”

Drug Testing – Requested Treatment Request: To randomly drug test all safety-sensitive positions and retain the ability to drug test any employee for cause Rationale:  The requirement to pre-employment drug test all employees and volunteers would have a significant budget impact on the District ($55/test) considering the number of seasonal employees the District employs each year.  The District’s research (including Park City Recreation, Cottonwood Heights Parks & Recreation, Oquirrh Recreation and Parks and the local school districts) reveals that such a requirement would be out of line with common practice.  The timing of notice of drug testing dramatically impacts results.  The District proposes to inform each employee (and have him/her acknowledge so in writing) that the District will conduct random drug tests in safety-sensitive positions and any employees may be subject to drug testing for cause at the discretion of his/her supervisor.

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