Page 84 - Employee Handbook 1-2015 rev9

the hospital emergency room, and it was determined that the employee was at fault or
contributed to the accident; or (3) the employee receives a citation for a moving traffic violation
arising from the accident; or (4) there is significant damage to any vehicle involved in the
accident requiring the vehicle(s) to be towed away.

Unless the consent and testing forms are available within the department, all of the
required forms must be completed in the Human Resources Department prior to testing. For
drug testing purposes only, the City, before initial screening and within thirty (30) days of a
positive drug test result, shall provide a written notice to the employee of his/her rights under the
North Carolina Controlled Substance Examination Act. An initial drug screen will be conducted,
followed by a confirmation test, which the City refers to as a positive drug test in its policy. The
alcohol test will be conducted by a Breath Alcohol Technician (BAT). If the employee alcohol
concentration level is less than .02 the test is considered negative. If the employee alcohol
concentration level is .02 or greater, the test is considered positive.

An employee who tests positive for drugs will be suspended pending termination. An
employee who tests positive for alcohol will be subject to disciplinary action up to and including
termination and will be required to participate in the Employee Assistance Program, if not
terminated. An employee who tests positive for alcohol shall not be allowed to operate a City
vehicle until authorized by the employee's supervisor in conjunction with the Human Resources
Department. The Employee Assistance Program may be made available to employees who
voluntarily admit drug and/or alcohol use. An employee who tests positive will be provided an
opportunity to explain a positive drug and/or alcohol test, to request a second drug test on the
same sample at his expense and to appeal the disciplinary action. An employee who refuses to
consent to a drug and/or alcohol test when reasonable suspicion of drug and/or alcohol use has
been documented or following an accident, as required by City policy, will be subject to
termination. An employee who is found to have abused prescription drugs will be subject to the
terms and conditions of this policy.

4. Notification requirements for all employees:

Any employee charged with driving while impaired or charged with a drug related
offense shall notify his/her department head of such charge no later than five (5) days after said
charge. Failure to notify the department head of such charge is grounds for dismissal.

III. Safety Sensitive Positions

1. Sworn Police, Drug Interdiction Fire Suppression Personnel

Pre-employment drug testing, random drug testing, reasonable suspicion, post-accident
drug and/or alcohol testing shall be performed to determine whether an employee has engaged in
drug and/or alcohol use prohibited by Article I, Section 26 of the City of Winston-Salem
Personnel Resolution and any applicable general orders. A strict chain of custody will be
maintained in accordance with Section 26(k) of the Personnel Resolution. Unless the consent
and testing forms are available within the department, all of the required forms must be
completed in the Human Resources Department prior to testing. For drug testing purposes only,

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City of Winston-Salem Employee Handbook (January 2015 Revision)