O-1990-1708 - Laserfiche WebLink

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e e result in disciplinary action, including discharge or disbarment from the workplace, for a first refusal or any subsequent refusal. 9.5 An individual will be required immediately before supplying a urine specimen for drug and alcohol testing to identify all recently ingested medications, foods or other substances that could affect laboratory analysis of the supplied specimen. 9.6 An individual who is tested in a "reasonable belief" situation may be suspended pending receipt of written tests results and whatever inquiries may be required. 10. APPEAL OF A DRUG OR ALCOHOL TEST RESULT 10.1 An individual whose drug or alcohol test is reported positive will be offered the opportunity of a meeting to offer an explanation. The purpose of the meeting will be to determine if there is any reason that a positive finding could have resulted from some cause other than drug or alcohol use. The City, through its health and/or personnel officials, will judge whether an offered explanation merits further inquiry. 10.2 An employee whose drug or alcohol test is confirmed as positive will be offered the opportunity to obtain and independently test, at the employee's expense, the remaining portion of the urine specimen that yielded the positive result. 10.3 During the period of an appeal and any resulting inquiries, the employment status of an individual may be suspended. An employee who is suspended pending appeal will be suspended without pay but will be permitted to use any available annual leave in order to remain in an active pay status. If the employee has no annual .leave or chooses not to use it, the suspension will be without pay. 10.4 If an employee's appeal is upheld, the employee will be reinstated with back pay and will be reimbursed for any independent drug testing costs that may have been experienced incident to the appeal. 11. EMPLOYEE ASSISTANCE 11.1 Rehabilitative assistance may be granted to an employee who requests such assistance provided that the employee: