Page 85 - Employee Handbook 1-2015 rev9

the City, before the 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 employee who refuses to submit to a random drug
test or drug and/or alcohol test based upon reasonable suspicion or post-accident will be subject
to termination.

1(a). Reasonable Suspicion

For reasonable suspicion drug and alcohol testing see the general policy above. Please
refer to police and/or fire general orders regarding the alcohol limits. Additionally, when an
injury to the employee prevents or impairs the administration of a breath test, a blood test shall
be required. This action will only be taken in connection with an administrative investigation.

1(b). Random drug testing

For random drug testing, each employee eligible for testing shall be placed in a pool from
which random selection is made. Each employee in the pool shall have an equal chance of
selection and shall remain in the pool even after the employee has been tested. An initial drug
screen, followed by a confirmation test, shall be conducted to determine compliance with the
City’s policies regarding drug testing.

1(c). Post-Accident

Drug Interdiction and Fire Suppression Personnel-Refer to the general post-accident
policy above. Sworn police personnel: For sworn police personnel, post-accident drug and/or
alcohol testing will be conducted after an accident involving a city vehicle when:

(1) the employee’s supervisor has reasonable suspicion to believe that the employee has
any amount of alcohol and /or controlled substance in his/her system; the employee’s
commission of a major safety violation may be considered in determining whether
reasonable suspicion exists; or
(2) the accident resulted in death or serious bodily injury of anyone involved in the
accident requiring transport by EMS to the hospital emergency room and it was
determined that the employee was at fault or contributed to the accident ; or
(3) there is significant damage to any vehicle involved in the accident requiring the
vehicle(s) to be towed away; or
(4) the employee received a citation as a result of the accident.

These provisions will not preclude the use of N.C. General Statutes concerning the
charging of an individual with driving while impaired. An 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 of said charge or sooner if required by the North Carolina
Criminal Justice Standards Commission.

For sworn police personnel, drug interdiction and fire suppression personnel, positive
drug test results will be sent directly to the Medical Review Officer (MRO). All other test results

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