5.g) and h)Staff Report-Drug and Alcohol PoliciesSCANDIA
Staff RepoVt
Date of Meeting: February 18, 2014
To: City Council
From: Kristina Handt, City Administrator
Re: Drug and Alcohol Testing Policies
Background:
The City's current Personnel Policy covers pre-employment drug and alcohol screening and
establishes a drug free workplace as required by federal law. Public works employees are
randomly tested as required by federal regulations. The City however, does not have a written
policy for drug and alcohol testing for either commercial drivers or non-commercial drivers.
Last year, the League of Minnesota Cities released a sample non -DOT policy. The Council
reviewed the proposals at their March 12, 2013 work session and recommended approval with
minor changes. Staff was waiting for Council action on other personnel before bringing forward
a comprehensive update to the Personnel Policy. However, the Compensation Policy was
adopted separately via resolution in July 2013 and the computer use policy had been approved in
March 2013. Furthermore, the existing Personnel Policy makes reference to the adoption of
other policies related to controlled substance and alcohol testing (Sec. I O.b)5)) so these policies
can also be adopted to supplement the Personnel Policy. Updated proposals for both commercial
and non-commercial (non -DOT) drivers are included in your packet. These were the policies
previously reviewed by the City Attorney and the reference to the Employee Assistance Program
was removed at Council direction.
Issue:
Should the City adopt drug and alcohol testing policies for commercial and non-commercial
drivers?
Proposal Details:
Drug and Alcohol Policy for Commercial Drivers:
This policy implements the requirements of federal law. It identifies conduct prohibited by
federal law and by the City. The policy establishes required background checks and verifications
and details testing procedures for pre-employment, post -accident, random, reasonable suspicion,
return -to -duty, and follow up testing. The cost of the required testing is also laid out. Collection
and testing procedures are outlined. The policy covers what happens when a driver refuses to
submit to testing, retention and security of the records, and possible consequences for engaging
in prohibited conduct. The rights of employees and job applicants are also outlined.
Appendix A identifies the city administrator as the contact unless redesignated and Appendix B
includes a list of definitions.
Non -DOT Drub; and Alcohol Policy_
This policy would apply to city employees who are non-commercial drivers. Following the
Council work session, the policy was updated to require pre-employment and reasonable
suspicion testing. The employee/applicant's right to refusal and cost of the testing are discussed.
This policy also covers prohibited conduct, the review and notification of test results, and the
consequences for engaging in prohibited conduct.
Fiscal Impact:
Pre-employment drug tests cost about $65-70.
Options:
1) Approve the policies for CDL and non -CDL drivers.
2) Amend and then approve the policies
3) Do not adopt the policies.
Recommendation:
Option 1