Page 88 - Employee Handbook 1-2015 rev9

(1) Pre-Employment - Prior to the performance of a safety-sensitive (CDL) operation, the
CDL employee will be tested for controlled substances. This testing will be done prior to
employment for new employees or promotion, lateral change or demotion to a CDL
position for current employees.

(2) Reasonable Suspicion - CDL 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.

(3) Random - Random testing shall be performed to determine whether the CDL
employee has engaged in prohibited drug use or alcohol misuse. 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.

(4) Post-accident - Post-accident testing will be done when: (1) the accident involved a
fatality or serious bodily injury of anyone involved in the accident (2) the CDL employee
is cited under state or local law; (3) the vehicle is required to be towed from the scene
(CDL vehicle or the vehicle involved in the accident); (4) there is reasonable suspicion to
believe the employee operated, used or possessed a City vehicle after having consumed
drugs and/or alcohol; and (5) after an accident involving a commercial motor vehicle. If
the CDL driver, involved in the accident, is not driving a CDL vehicle at the time of the
accident, then the City’s post-accident drug and alcohol testing policy for employees who
drive a city vehicle will apply. The CDL employee must refrain from consuming alcohol
for eight hours following the accident or until the employee submits to an alcohol test.

(5) Return to duty - If a CDL employee has engaged in prohibited conduct and the City
allows the employee to return to duty, the employee cannot operate a City vehicle until
receipt of written notification by the Human Resources Department a negative test result
has been obtained for alcohol and/or controlled substances and authorization by the
employee’s supervisor.

(6) Follow-up - When a CDL employee has engaged in prohibited conduct and there is a
determination by a substance abuse professional (City's EAP) that the employee is in
need of assistance, the City, if the employee is allowed to return to work, will conduct
unannounced follow-up alcohol and/or controlled substances testing. This testing may
last up to 60 months from the date of the determination by the EAP.

V. Procedures for Conducting Alcohol and Drug Tests

5(a) Alcohol Test

Alcohol testing will be done by using evidential breath testing devices (EBT) approved
by the National Highway Traffic Safety Administration. Two breath tests are required to

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