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drugs and/or alcohol; or (2) the accident results in death or serious bodily injury of anyone
involved in the accident requiring transport by Emergency Medical Services to 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.

3. Employees Required to Hold a Commercial Driver's License (CDL) Only

The City of Winston-Salem, in accordance with the Omnibus Transportation Act of 1991,
as amended, has implemented a drug and alcohol testing procedure for applicants and employees
required to possess a valid Commercial Driver's License for employment with the City. Testing
will be performed on the following basis: pre-employment, random, reasonable suspicion, post-
accident, return to duty and follow-up. 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 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 Controlled Substance Examination Act. Any employee who
refuses to consent to a drug and/or alcohol test, required by this policy, will be subject to
termination.

VI. Prohibited Conduct

4(a). Alcohol

Reporting to duty or remaining on duty to perform a safety-sensitive (CDL) function is
prohibited under the following circumstances: (1) while having an alcohol concentration of 0.04
or greater as indicated by an alcohol breath test; (2) while being under the influence, or
possessing or using alcohol (3) within four hours after using alcohol; or (4) using alcohol within
eight hours after being required to take a post-accident alcohol test or prior to undergoing a post-
accident alcohol test, whichever comes first. Under the above circumstances, employees who are
found to be engaging in this prohibited use or possession of 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. At a minimum, any employee with a test result
showing an alcohol concentration between 0.02 and 0.04 will be removed from the CDL duties
and suspended 1 day without pay.

4(b). Controlled Substances

Reporting to duty or remaining on duty to perform a safety-sensitive (CDL) function is
prohibited while being under the influence, using or possessing any controlled substances or after
having tested positive for a controlled substance. Employees found to be engaging in the
possession or use of any controlled substance shall be suspended pending termination.

4(c). Basis for Conducting Alcohol and Drug Tests

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