RES 2025049 - Laserfiche WebLink

Docusign Envelope ID: 45060F3D-C86D-4163-9351-F1564AO1C80A D. Return -to -Duty And Follow -Up Testing 1. A Covered Employee must submit to a return -to -duty test before they resume performance of their job duties where they have either: a) tested positive following testing ordered under this Policy; b) have refused to comply with an order to submit to testing authorized by this Policy; or c) admitted to alcohol or drug use in violation of this Policy. 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; 75