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<br /> <br />71 <br /> <br />1. The City will pay seventy percent (70%) of the treatment program costs <br />that are not covered by the Covered Employee's health insurance. The <br />Covered Employee will pay the remaining thirty percent (30%) of the <br /> for treatment, however, <br />shall not exceed $100,000 for all Union members in a fiscal year. <br />2. If the Covered Employee is not otherwise on paid administrative leave or <br />treatment program will be unpaid per the terms of the applicable MOU, <br />but the Covered Employee may elect to use accrued paid time off, if <br />available. <br />3. During a Covered Employee's career, a second opportunity for treatment <br />Covered Employee is not eligible for a second treatment opportunity <br />unless considerable time has passed and the Covered Employee is <br />otherwise in good standing. Discipline, which could include termination, <br />will be imposed for the second violation of this Policy. If a second <br />treatment program is allowed in lieu of termination, the Covered Employee <br />will be responsible for the entire cost. <br />4. To the extent a Covered Employee tests positive for drugs or alcohol in <br />violation of this Policy, completion of a return-to-duty test with a negative <br />test result for the substance at issue will be required before the Covered <br />Employee may return to work. <br />5. As a condition of continued employment, a Covered Employee who tests <br />positive in violation of this Policy will be subject to unannounced follow-up <br />testing for up to 12 months after the Covered Employee has returned to <br />duty. <br />M. A Covered Employee who refuses to submit to any required drug or alcohol test <br />authorized by this Policy will be treated in the same manner as a Covered <br />Employee who tests positive on a drug or alcohol test. Refusal to submit to a <br />drug or alcohol test as required by this Policy constitutes insubordination and <br />may result in discipline, up to and including termination, in accordance with full <br />due process and representation rights. <br />N. Under this Policy, a Covered Employee is deemed to have tested positive for <br />alcohol if test results indicate a concentration of 0.02 or higher. <br />O. Marijuana/Cannabinoids (Marijuana) will only be considered a violation of this <br />Policy in conjunction with objective signs that support reasonable suspicion as <br />defined in this Policy. <br />Page 265 of 674