Substance Abuse Survey

Transcription

1 Commercial Driver License positions Substance Abuse Survey Does your organization require drug testing for CDL holders? Pre-appointment 9 - Random 10 - Reasonable Suspicion 10 - Does your organization have a zero tolerance for CDL holders? Pre-appointment 5 4 Random - 9 Reasonable Suspicion - 9 If your organization does not have a zero tolerance for CDL holders, do you have a standard form of corrective action for positive results? 9 1 If yes, please explain: City Alcoa Bartlett Columbia Franklin Explanation Use of EAP of counseling. We have a 2 strike rule, but 1 offense could be terminating depending on severity. 1. Remove from driving duties at pay loss 2. Directed to city s EAP for assessment 3. Cooperate and complete program required by EAP 4. Minimum of 6 drug/alcohol tests in 12 months Mandatory, EAP and rehab if recommended plus subject to additional randoms for two years. Zero tolerance if positive again. Any employee who tests positive for drugs is given ONE chance for rehabilitation. After that, if they test positive again, they are terminated. Subject to immediate removal from job and disciplinary action up to and including Continued employment contractual agreement. Agreement must be followed for remainder of employment. 30 days suspension and demotion (demotion usually for 6 months but could be a year) and a return to work agreement signed. 1

2 Pre-appointment: City 1 st Offense 2 nd Offense Bartlett Removal from employment N/A Denied employment. Columbia Do not hire. We test at pre-employment. Failure to pass prohibits employment. We do not test current employees who later seek to obtain their CDL. Jackson Employee must successfully undergo rehab treatment. Terminate. Job offer refused. Not accepted for employment. Random: Bartlett See steps #1-4 above. Brentwood We have had a couple test positive and have allowed them to go through EAP and return to work. However, both have eventually left shortly after returning to work, so I am not so sure we will be as forgiving in the future. time. Columbia Gatlinburg Immediately removed from duty until evaluated by a SAP, complied with recommended rehab, and has a negative result on return-to-duty testing. Each situation is looked at seperately based on prior history. A problem employee would be terminated and a good employee would get a 2 nd chance based on the above. Subject to immediate removal from job and disciplinary action up to and including One chance to attend EAP for drug counseling/inpatient treatment with written agreement that individual agrees to random drug screens for 2 years in addition to the scheduled random drug screens. A positive drug screen results in Has never happened, but I don t believe we would keep someone around who tested positive a second Usually discharged. 2

3 Jackson Water Services Employee must successfully undergo rehab treatment. Contractual agreement and mandatory referral to sap with successful completion of program and comply with contract. 30 days suspension and demotion (demotion usually for 6 months but could be a year) and a return to work agreement signed. Terminate. Discharge. Reasonable Suspicion: Bartlett See steps #1-4 above. Brentwood Has never happened. Immediately removed from duty until evaluated by a SAP, complied with recommended rehab, and has a negative result on return-to-duty testing Columbia Each situation is looked at seperately based on prior history. A problem employee would be terminated and a good employee would get a 2 nd chance based on the above. Subject to immediate removal from job and disciplinary action up to and including Usually discharged. Gatlinburg One chance to attend EAP for drug counseling/in-patient treatment with written agreement that individual agrees to random drug screens for 2 years in addition to the scheduled random drug screens. A positive drug screen results in Jackson Employee must successfully undergo rehab treatment. Terminate. Contractual agreement and mandatory referral to sap with Discharge. successful completion of program and comply with contract. Not accepted for employment. Public Health & Safety positions (defined as positions that are responsible for the health, safety and welfare of the general public and their fellow employees. Classifications may include: Water Treatment, Hazardous Duty, Security & Related Law Enforcement, Fire, EMS & Related Support, and Care Givers) 3

4 Does your organization require drug testing for PHS positions? Pre-appointment 8 1 Random 9 1 Reasonable Suspicion 9 1 Does your organization have a zero tolerance for PHS positions? Pre-appointment 7 3 Random 2 7 Reasonable Suspicion 2 7 If your organization does not have a zero tolerance for PHS positions, do you have a standard form of corrective action for positive results? 3 1 If yes, please explain: City Alcoa Columbia Franklin Jackson Explanation Use of EAP of counseling. We have a 2 strike rule, but 1 offense could be terminating depending on severity. Treated the same as CDL holders. Any employee who tests positive for drugs is given ONE chance for rehabilitation. After that, if they test positive again, they are terminated. Subject to immediate removal from job and disciplinary action up to and including Same policy as above. 30 days suspension and demotion (demotion usually for 6 months but could be a year) and return to work agr. signed. Pre-appointment: City 1 st Offense 2 nd Denied employment. We test at pre-employment. Failure to pass prohibits employment. We do not test current employees who later are Offense 4

5 promoted into safety-sensitive jobs. Job offer refused. Not accepted for employment. Random: Brentwood We have never had anyone test positive. Our policy allows for reviewing each situation on a case by case basis using such factors as tenure, performance, etc. I would guess that a police officer testing positive would meet with a no tolerance policy. Water Services Immediately removed from duty until evaluated by a SAP, complied with recommended rehab, and has a negative result on return-to-duty testing Subject to immediate removal from job and disciplinary action up to and including Contractual agreement and mandatory referral to sap with successful completion of program and comply with contract. 30 days suspension and demotion (demotion usually for 6 months but could be a year) and a return to work agreement signed. Not specifically spelled out in our policy, but my feeling is that any second offense would be no tolerance. Usually discharged. Discharge. Reasonable Suspicion: Brentwood We have never had anyone test positive. Our policy allows for reviewing each situation on a case by case basis using such factors as tenure, performance, etc. I would guess that a police officer testing positive would meet with a no tolerance policy. Immediately removed from duty until evaluated by a SAP, complied with recommended rehab, and has a negative result on return-to-duty testing Subject to immediate removal from job and disciplinary action up to and including Usually discharged. 5

6 Contractual agreement and mandatory referral to sap with successful completion of program and comply with contract. 30 days suspension and demotion (demotion usually for 6 months but could be a year) and a return to work agreement signed. Discharge. THANK YOU FOR YOUR PARTICIPATION IN THIS SURVEY. Please return the completed survey to: Richard L. Stokes Municipal HR Consultant The University of TN MTAS 615/ (fax) or via to: Richard.Stokes@tennessee.edu 6