Policy Enforcement. If KPS management has reasonable suspicion to believe, based upon observation and or information, that an employee, while on or off duty, is under the influence of illegal or controlled drugs or substances; or alcohol, while on duty or on City property the following procedure will be followed: 1. The facts forming the basis for the reasonable suspicion shall be disclosed to the employee and the employee shall, at the same time, be given the opportunity to explain his or her actions. 2. If the Chief or designee determines that reasonable suspicion exists, the employee shall submit to testing procedures as outlined in this policy. 3. The employee shall be required to submit to an immediate blood/urine/hair/breathalyzer and/or appropriate test. 4. The employee may have a Union Representative present. The test may not be unduly delayed in order to wait for the Union Representative. The absence of the Union Representative shall not be grounds for the employee to refuse to submit to such test; however KPS management shall make a reasonable effort to allow for the presence of Union representation, if requested. 5. The employee shall submit to such test and release test results to the City. Failure to do so shall be a presumption that the employee has violated this policy. The employee shall not interfere with the testing process by failing to provide an adequate sample or ingest any test altering products. Violation of this provision shall subject the employee to disciplinary action, up to and including discharge. 6. After the test has been administered: a. If test results are negative: The employee will be put back to work with full pay for time lost. b. If test results are positive:
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement