Page 90 - Employee Handbook 1-2015 rev9

VI. Consequences of a Positive Alcohol or Drug Test

Any employee who tests positive for drugs shall be suspended pending termination. If the test
result is both positive and diluted, the City will treat the test result as a positive. If the test is both
negative and diluted, the City has the discretion to require the employee to submit to another test
immediately. 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. The employee will be provided an opportunity to explain a positive test and to appeal
any disciplinary action to the City Manager. The Employee Assistance Program may be made
available to employees who voluntarily admit drug use or alcohol use. An employee may petition the
City Manager for participation in the Employee Assistance Program which does not automatically
suspend disciplinary action. A "return to duty" test must be performed before an employee would be
allowed to resume his/her duties.

Any applicant who tests positive for alcohol and/or drugs will be denied employment
with the City. If the test result is both positive and diluted, the City will treat the test result as a
positive test. If the test result is both negative and diluted, the City has the discretion to require
the applicant to submit to another test immediately.

VII. Notification of Charge

An employee who refuses to consent to the alcohol test based upon random, reasonable
suspicion, post-accident or return to duty will be subject to termination. An employee charged
with driving while impaired or charged with a drug related offense shall notify his/her
department head no later than five (5) days after such charge. Failure to notify the department
head of such charge shall be grounds for dismissal.

L. Preventing Violence in the Workplace

The City of Winston-Salem is committed to providing a workplace that is free from
violence. To that end, we have adopted a policy of zero tolerance for violence. Threats,
threatening behavior, or acts of violence against employees or citizens by anyone will not be
tolerated. To promote workplace safety, all employees are required to report immediately any
threat, incident or potential incident of workplace violence to a supervisor. Any behavior
regarded as threatening or violent, that might occur on City property, or is connected with City
employment, must be reported in accordance with this policy. Violations of this policy will lead
to disciplinary action which may include termination; however, termination shall occur with
Level 1 and 2 threats. (Levels are defined below) Criminal prosecution may result if federal,
state or local laws are violated.

I. Prohibited Behaviors. The City will not tolerate the following acts of aggression and violence
from members of the general public while on City property, from employees in the course of
their duties, or from the general public against City employees acting in the course of their
duties. These acts include but are not limited to:

 Any act or threat of bodily harm, including subtle or implied threats

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