Purpose:
The
purpose of this guideline is to outline the procedure for ensuring a drug,
alcohol, and tobacco free workforce at Wintergreen Fire & Rescue.
Policy:
Drug Testing Will be Conducted:
1) After a significant accident, as determined by the
officer in charge, or the Chief.
2) For reasons of Òprobable causeÓ as determined by the
officer in charge, or the Chief.
3) As a part of pre-employment, pre-volunteer
screening.
4) As a part of a random testing program.
Drug testing will be completed by an off-site
independent laboratory such as Augusta Health.
Employees will be selected at random using the last
four digits of their social security numbers. The laboratory employees will randomly select the
employee and notify the Chief. The
employee will be notified and will report to the lab on their next scheduled
work day to be tested.
All positive test results will be confirmed with a
separate test. (Per Lab
Guidelines) Also per lab
guidelines, a Medical Review Officer will review positive results with the
employee to rule out or confirm any possible acceptable reason for the positive
result. (Prescription meds, for
example)
A double-positive test for alcohol or an illegal
substance will result in the employee being placed on unpaid leave until they
complete a rehab program which both the employer and employee agree upon. (An employee on probation at the time
of offense will be terminated.)
After completion of the program, the employee will again be tested. If the test is negative, the employee
may be reinstated and pay will resume.
The employee will be subjected to quarterly testing for the year
following rehab, and yearly testing thereafter. The employer will pay for the rehab expenses; however the
unused vacation time of the employee will be reduced in an amount equal in
dollars to the cost of the rehab.
If vacation time is not available, the use of sick time will be
considered.
Wintergreen Fire and Rescue Standard
Administrative Policy
Page 2 of 2
A positive test for nicotine will result in a 90 day
paid probation. During this 90 day
period, the employee will be responsible for stopping the use of all tobacco
products. The employer will pay
for cessation related expenses, however the stipulations stated above will
apply. At the end of the 90 day
probation, the employee will be retested.
A negative test will result in the probation period being lifted so long
as no other event has occurred to prolong the suspension. The employee will be subjected to
quarterly testing for the year following the infraction, and yearly testing
thereafter. If the employee fails
to pass any subsequent tests, he or she may be terminated.
There will be a 30 day period of amnesty beginning
March 1, 2011. During the amnesty
period, any employee can voluntarily and confidentially advise the Chief that
he/she would fail a test. Drug or
Alcohol offenders will be given paid leave to complete rehab, not to exceed 90
days. Nicotine offenders will be handled
as stated above, however will not be placed in probationary status.
At least one employee will be screened each
month.