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G.O.#: EFFEC. DATE: PREV. DATE: Page 8 of 12 Pages 4894-5387-2224 v2 44 2. If a Covered Employee tested positive for alcohol or any of the drugs covered under this Policy, then they must test negative for the substance at issue before they can resume performance of their job duties. 3. In addition, the Covered Employee will be subject to follow-up testing. The Covered Employee will be subject to monthly unannounced drug or alcohol tests during the Covered Employee’s first year after returning to their position following the violation. Follow-up testing shall be conducted in addition to any other testing to which the Covered Employee is subject under this Policy. E. Testing Process and Standards 1. All testing services pursuant to this Policy shall be conducted through independent third-party Collection Facilities, HHS-certified laboratories, and Medical Review Officers, all of whom are not employed by the City of Pleasanton or the City of Livermore. Such services shall include, breath or saliva alcohol testing, urine specimen collection, laboratory testing, and medical review. 2. Drug Testing Once a determination is made to require a Covered Employee to be drug tested, the information supporting the determination will be made accessible to the Human Resources Director for the City of Pleasanton (Human Resources Director). 3. Alcohol Testing Positive alcohol test results will be reported to the Human Resources Director, and the LPFD Fire Chief. Substances considered to be a violation under this Policy shall be limited to: • Alcohol; • Marijuana/Cannabinoids (Marijuana)(only in conjunction with objective signs that an employee may be impaired by Marijuana/Cannabinoids on the job.) • Illegal Drugs; and • Prescription drugs and other substances which may impair an employee’s ability to safely and effectively perform the functions of the job.