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will be returned to the Human Resources Director within 48 hours. In all cases, the employee
will have an opportunity to discuss a positive test result with the MRO, if so desired, and to
request a second drug test of the same sample at his/her expense.

After review by the MRO, positive confirmations will be communicated, in writing, to
the appropriate Department Head by the Human Resources Director. 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. An appeal of a
disciplinary action may be submitted in accordance with the City’s Grievance Procedure.

Please consult the general policy regarding notification requirements.

2. Employees Routinely Driving City Vehicles; Life Guards/Other Safety Sensitive Positions

The general policy provisions regarding pre-employment drug testing, reasonable
suspicion and post-accident drug and/or alcohol testing shall apply. The notification
requirements shall apply as well. These employees are also subject to random drug testing.
Random testing shall be performed to determine whether the employee has engaged in prohibited
drug use. 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.

2(a). Pre-Employment

This testing will be done prior to employment for new employees or promotion, lateral
change or demotion to one of the above listed positions for current employees.

2(b). Reasonable Suspicion

Employees must submit to testing when the City has reasonable suspicion to believe the
employee has engaged in prohibited conduct. Reasonable suspicion as defined in Section 26 (a)
(4) of the Personnel Resolution will be based upon, but is not limited to, specific, current,
unexplainable observations concerning appearance, behavior, speech or body odors.

2(c). Random

Random testing shall be performed to determine whether the employee has engaged in
prohibited drug use. 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.

2(d). Post-accident

Post-accident testing will be done after an accident involving a City vehicle when: (1) the
employee’s supervisor and/or the Employee Medical Services office has reasonable suspicion to
believe that the employee has operated, used or possessed a City vehicle after having consumed

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