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<br />46 <br /> <br />2. If a Covered Employee tested positive for alcohol or any of the drugs covered <br />under this Policy, then they must test negative for the substance at issue before <br />they can resume performance of their job duties. <br />3. In addition, the Covered Employee will be subject to follow-up testing. The <br />Covered Employee will be subject to monthly unannounced drug or alcohol tests <br />the violation. Follow-up testing shall be conducted in addition to any other testing <br />to which the Covered Employee is subject under this Policy. <br />E. Testing Process and Standards <br />1. All testing services pursuant to this Policy shall be conducted through independent <br />third-party Collection Facilities, HHS-certified laboratories, and Medical Review <br />Officers, all of whom are not employed by the City of Pleasanton or the City of <br />Livermore. Such services shall include, breath or saliva alcohol testing, urine <br />specimen collection, laboratory testing, and medical review. <br />2. Drug Testing <br />Once a determination is made to require a Covered Employee to be drug tested, <br />the information supporting the determination will be made accessible to the <br />Human Resources Director for the City of Pleasanton (Human Resources <br />Director). <br />3. Alcohol Testing <br />Positive alcohol test results will be reported to the Human Resources Director, <br />and the LPFD Fire Chief. <br />Substances considered to be a violation under this Policy shall be limited to: <br /> Alcohol; <br /> Marijuana/Cannabinoids (Marijuana)(only in conjunction with <br />objective signs that an employee may be impaired by <br />Marijuana/Cannabinoids on the job.) <br /> Illegal Drugs; and <br /> Prescription drugs and other substances which may impair an <br />of the job. <br />Page 323 of 674