1. Human Resources November, 2014

2.  City policy prohibitions  Types of testing  The supervisor’s role in testing  Positive test results

3. No employee shall report to or remain on duty when:  Possessing or consuming alcohol or consumed alcohol within 4 hours  Having a blood alcohol concentration of 0.02 or greater  Possessing, using or having any trace of controlled substance  Using medicine containing alcohol or controlled substances

4.  Pre-Employment  Change in Job Duties  Reasonable Suspicion  Post-Accident  Public Safety  Random  Follow Up

5.  Determine whether post-accident testing is required  Evaluate whether or not the employee may be under the influence of alcohol or drugs  Post-Accident vs Reasonable Suspicion

6.  Document reasonable suspicion on the Reasonable Suspicion Observation Form  Seek clarification of another trained supervisor or Human Resources, if possible  Employee will be driven to test and home from test  Employee will be sent home with pay until result are received  Employee will not personally drive their vehicle from City property the day of the test

7.  Notify employee testing is part of their job responsibilities  Notify employee they will be paid while waiting for reasonable suspicion testing results  Arrange for transportation of employee when reasonable suspicion  Notify Human Resources when an employees states he/she has a drug or alcohol problem  Notify CDL driver(s) of random test

8. What is prior reporting? An employee notifies their supervisor, section head, division director, or Human Resources they have a drug or alcohol problem or believe they may test positive for drugs or alcohol prior to being directed to submit to a test.

9. One of your employees, Sam, comes to you and states that he was in a meeting with Cameron this morning and Cameron smelled like alcohol. As the supervisor what do you do?

10.  Fails to provide adequate breath for test  Fails to provide adequate urine  Engages in conduct that obstructs testing  Leaves the scene of accident prior to notifying supervisor  Fails to arrive at test site within 30 minutes of being notified  Fails to report to test before going home sick

11.  Human Resources is notified of results  Maintained confidentially in medical file  Employees may request a copy in writing

12.  First Offense  Results of 0.02 to 0.04  Results of 0.05 to 0.07  Results of 0.08 or higher  Second Offense within 3 years  Results of 0.02 to 0.04  Results of 0.05 to 0.07  Results of 0.08 or higher  Third Offense of 0.02 or higher

13.  Initial positive test – employee remains on leave of absence  Termination & Personnel Board

14.  Concentra Medical Center  Flagstaff Medical Center Emergency Room  Out of Town – Local Concentra Centers

15.  What testing is used and when  What is your role as the supervisor  Where is testing completed  Policies on are the City’s website at http://www.flagstaff.az.gov/index.aspx?NID =1697 http://www.flagstaff.az.gov/index.aspx?NID =1697  Reasonable Suspicion form starts on page 18 of the Non-CDL policy, and page 24 for CDL.