O93-09ORDINANCE O93-.~
AN ORDINANCE OF THE CITY COMMISSION OF
THE CiTY OF BOYNTON BEACH, FLORIDA,
AMENDING ORDINANCE 092-51 WHICH
ESTABLISHED THE CITY'S DRUG FREE
WORKPLACE POLICY (CODIFIED AS SECTION 2-
19 OF THE CITY CODE); PROVIDING FOR
POLICY AMENDMENTS BY RESOLUTION;
PROVIDING FOR CONFLICTS, SEVERABILITY,
CODIFICATION, AND AN EFFECTIVE DATE.
WHEREAS, the City Commission of the City of Boynton
Beach, Florida, deems it to be in the best interests of the
citizens of the City of Boynton Beach and its employees to
amend Ordinance No. 092-51, enacted on October 20, 1992; and
WHEREAS, the City Commission of the City of Boynton
Beach, Florida acknowledges that policy may require amendments
from time to time;
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COMMISSION OF
THE CITY OF BOYNTON BEACH, FLORIDA THAT:
Section i. The foregoing "Whereas" clauses are hereby
ratified and confirmed as being true and correct and are
hereby made a specific part of this Ordinance.
Section 2. Ordinance No. O92-51, is hereby amended by
adding the words and figures in underlined type and deleting
the words and figures in struck-through type in Composite
Exhibit "A~' attached hereto and by this reference made a part
hereof.
Section 3. That policy can be amended from time to
time by Resolution.
Section 4. Ail ordinances or parts of ordinances in
conflict herewith are hereby repealed.
Section 5. Should any section or provision of this
Ordinance or any portion thereof be declared by a court of
competent jurisdiction to be invalid, such decision shall not
affect the remainder of this ordinance.
Section 6. Specific authority' is hereby given to
codify this ordinance.
Section 7. This ordinance shall become effective
immediately upon passage°
FIRST READING this ~ day of mAY, 1993.
SECOND READING AND FINAL PASSAGE this
1993.
day of May,
CITY OF BOYNTg~ BEACH, FLORIDA
.?
ATTEST:
Commissioner
Commi s s i~ ~
(Corporate Seal)
DRUG.WKP-Rev.
1/28/93
COMPOSITE EXHIBIT "A"
(REVISED MAY 1993)
POLICY STATEMENT
THE CITY OF BOYNTON BEACH IS COMMITTED TO PROVIDE A SAFE WORK
ENVIRONMENT FOR ITS EMPLOYEES, OUR COMMUNITY AND SOCIETY.
SUBSTANCE ABUSE IS A NATIONAL PROBLEM WHICH IMPAIRS THE HEALTH
AND SAFETY OF EMPLOYEES, PROMOTES CRIME AND HARMS OUR
COMMUNITY. THE CITY IS ADDRESSING THIS PROBLEM BY INSTITUTING
A DRUG FREE WORKPLACE PROGRAM.
SUBSTANCE ABUSE IS A COMPLEX, YET TREATABLE DISEASE. THE
ULTIMATE GOAL OF THIS POLICY IS TO BALANCE OUR RESPECT FOR
INDIVIDUAL PRIVACY WITH OUR NEED TO KEEP A SAFE, PRODUCTIVE
DRUG FREE ENVIRONMENT. OUR INTENTION IS TO PREVENT AND TREAT
SUBSTANCE ABUSE. WE WOULD LIKE TO ENCOURAGE THOSE WHO USE
DRUGS OR ABUSE ALCOHOL TO SEEK HELP IN OVERCOMING THEIR
PROBLEM. THE CITY WILL ATTEMPT TO ASSIST AN EMPLOYEE IN
OBTAINING TREATMENT PRIOR TO TAKING DISCIPLINARY ACTION WHEN
SUCH TREATMENT IS ASSOCIATED WITH A FIRST OCCURRENCE OF
SUBSTANCE ABUSE. THE CITY CONSIDERS SUBSTANCE ABUSE TO BE AN
UNSAFE AND COUNTER PRODUCTIVE WORK PRACTICE.
THE CITY'S POLICY IS IN ACCORDANCE WITH THE FLORIDA DRUG FREE
WORKPLACE PROGRAM AS PROVIDED IN SECTION 440.102, FLORIDA
STATUTES AND CHAPTER 38F-9, FLORIDA ADMINISTRATIVE CODE. IT
IS THE INTENT OF THE CITY TO ADOPT THE POLICIES AND STANDARDS
SET FORTH IN CHAPTER 38F-9. TO THE EXTENT OF ANY CONFLICT
BETWEEN THE STANDARDS ESTABLISHED BY THIS POLICY AND THE
STANDARDS SET FORTH IN CHAPTER 38F-9 F.A.C., AS AMENDED FROM
TIME TO TIME, THE STANDARDS SET FORTH IN CHAPTER 38F-9 SHALL
PREVAIL. POLICIES AND STANDARDS CONTAINED HEREIN AND NOT
ADDRESSED IN CHAPTER 38F-9 F.A.C. SHALL CONTROL.
TO ENSURE A WORK PLACE FREE FROM THE INFLUENCE OF ILLEGAL
DRUGS AND ALCOHOL ABUSE THE FOLLOWING POLICY HAS BEEN
ESTABLISHED.
IT IS THE POLICY OF THE CITY THAT AN EMPLOYEE FOUND WITH THE
PRESENCE OF ALCOHOL OR ILLEGAL DRUGS IN HIS/HER SYSTEM, IN
POSSESSION OF, USING, SELLING TRADING OR OFFERING FOR SALE
ILLEGAL DRUGS OR ALCOHOL DURING WORKING HOURS, MAY BE SUBJECT
TO DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION. (CITY
SPONSORED ACTIVITIES WHICH MAY INCLUDE THE SERVICE OF
ALCOHOLIC BEVERAGES ARE NOT INCLUDED IN THIS PROVISION).
AN EMPLOYEE REPORTING FOR WORK VISIBLY IMPAIRED SHALL BE
CONSIDERED UNABLE TO PROPERLY PERFORM REQUIRED DUTIES AND WILL
NOT BE ALLOWED TO WORK. IF POSSIBLE, THE SUPERVISOR SHOULD
Rev. May, 1993
FIRST SEEK ANOTHER SUPERVISOR'S OPINION OF THE EMPLOYEES
CONDITION. THEN THE SUPERVISOR, TOGETHER WITH A
REPRESENTATIVE FROM THE PERSONNEL DEPARTMENT SHOULD CONSULT
PRIVATELY WITH THE EMPLOYEE TO RULE OUT ANY PROBLEM(S) THAT
MAY HAVE BEEN CAUSED BY PRESCRIPTION DRUGS.
WHEN AN OFF-DUTY EMPLOYEE IS CALLED BACK TO WORK AND THAT
EMPLOYEE HAS CONSUMED ALCOHOLIC BEVERAGES, THAT EMPLOYEE SHALL
DISCLOSE SUCH USE AND DECLINE CALL BACK. AN EMPLOYEE SHALL
NOT BE DISCIPLINED FOR REFUSING TO RESPOND TO CALL BACK WHEN
SUCH EMPLOYEE HAS REASONABLE BELIEF THAT HE OR SHE COULD NOT
PASS AN ALCOHOL BLOOD LEVEL TEST. EMPLOYEES WHO ARE ON STAND-
BY THAT THEY F~AY BE SUBJECT TO CALL BACK SHOULD NOT ENGAGE IN
SOCIAL DRINKING AND MAY NOT DECLINE CALL BACK WITHOUT BEING
SUBJECT TO DISCIPLINE.
IF, IN THE OPINION OF THE SUPERVISOR AND A REPRESENTATIVE OF
THE CITY MANAGER'S OFFICE OR THE PERSONNEL DIRECTOR OR HIS/HER
DEPARTMENT REPRESENTATIVE THE EMPLOYEE IS CONSIDERED IMPAIRED,
THE EMPLOYEE SHOULD BE SENT HOME, AFTER DRUG TESTING BY A
MEDICAL FACILITY, BY TAXI OR OTHER SAFE TRANSPORTATION
ALTERNATIVE, DEPENDING ON THE DETERMINATION OF THE OBSERVED
IMPAIRMENT, ACCOMPANIED BY THE SUPERVISOR OR ANOTHER EMPLOYEE,
IF NECESSARY. AN IMPAIRED EMPLOYEE SHOULD NOT BE ALLOWED TO
DRIVE. THE PRESCRIBED TEST DIRECTION FORM SHALL BE COMPLETED
BY THE SUPERVISOR.
PRESCRIPTION DRUGS PRESCRIBED BY THE EMPLOYEE'S PHYSICIAN MAY
BE TAKEN DURING WORKING HOURS. THE EMPLOYEE SHALL NOTIFY THE
SUPERVISOR IF THE USE OF PROPERLY PRESCRIBED DRUGS WILL AFFECT
THE EMPLOYEE'S WORK PERFORMANCE. ABUSE OF PRESCRIPTION DRUGS
WILL NOT BE TOLERATED.
IT IS THE RESPONSIBILITY OF THE CITY'S SUPERVISORS TO COUNSEL
WITH AN EMPLOYEE WHENEVER THEY SEE CHANGES IN PERFORMANCE
THAT SUGGEST AN EMPLOYEE PROBLEM. THE SUPERVISOR MAY SUGGEST
THAT THE EMPLOYEE VOLUNTARILY SEEK HELP FROM THE EMPLOYEE
ASSISTANCE PROGRAM OR DECIDE THAT THE SEVERITY OF THE OBSERVED
PROBLEM IS SUCH THAT A FORMAL REFERRAL TO THE EAP SHOULD BE
MADE o
DEFINITIONS
A. ALCOHOL MEANS ETHYL ALCOHOL (ETHANOL) AND INCLUDES
DISTILLED SPIRITS, WINE, MALT BEVERAGES AND INTOXICATING
LIQUORS.
B. ALCOHOL ABUSE - AN EMPLOYEE SHALL BE DETERMINED TO BE
UNDER THE INFLUENCE OF ALCOHOL IF THE EMPLOYEE'S NORMAL
FACULTIES ARE IMPAIRED DUE TO THE CONSUMPTION OF ALCOHOL OR
THE EMPLOYEE BLOOD ALCOHOL LEVEL IS 0.05g/dl% OR HIGHER.
C. ILLEGAL DRUGS MEANS ANY DRUG(S) WHICH IS NOT LEGALLY
OBTAINABLE, WHICH MAY BE LEGALLY OBTAINABLE BUT HAS NOT BEEN
LEGALLY OBTAINED OR WHICH IS BEING USED IN A MANNER OR FOR A
Rev. May, 1993 2
PURPOSE OTHER THAN AS PRESCRIBED.
D. DRUGS MEANS ALCOHOL, AMPHETAMINES, CANNABINOIDS, COCAINE,
PHENCYCLIDINE (PCP), HALLUCINOGENS, SYNTHETIC NARCOTICS,
DESIGNER DRUGS, OR A METABOLITE OF ANY OF THE SUBSTANCES
LISTED ABOVE.
E. LEGAL DRUG MEANS PRESCRIBED DRUGS AND OVER THE COUNTER
DRUGS WHICH HAVE BEEN LEGALLY OBTAINED AND ARE BEING USED
SOLELY FOR THE PURPOSE FOR WHICH THEY WERE PRESCRIBED OR
MANUFACTURED.
F. JOB APPLICANT MEANS A PERSON WHO HAS APPLIED FOR A
POSITION WITH THE CITY AND HAS BEEN OFFERED EMPLOYMENT
CONDITIONED UPON SUCCESSFULLY PASSING A DRUG TEST.
G. EMPLOYEE MEANS AN INDIVIDUAL WHO WORKS FOR THE CITY FOR
COMPENSATION AND IS COVERED BY THE WORKERS COMPENSATION ACT.
H. DRUG TESTING MEANS ANY CHEMICAL, BIOLOGICAL OR PHYSICAL
INSTRUMENTAL ANALYSIS FOR THE PURPOSE OF DETERMINING THE
PRESENCE OF A ILLEGAL DRUG OR ITS METABOLITES, INCLUDING
ALCOHOL.
(1). DRUG TESTING MAY REQUIRE THE COLLECTION OF
BLOOD, URINE, BREATH, SALIVA OR HAIR OF AN EMPLOYEE OR JOB
APPLICANT.
I. INITIAL DRUG TEST MEANS A SCREENING PROCEDURE OF THE
BLOOD AND URINE OF EMPLOYEES AND JOB APPLICANTS FOR THE
PRESENCE OF ALCOHOL AND ILLEGAL DRUGS IN ACCORDANCE WITH THE
FLORIDA DRUG FREE WORKPLACE PROGRAM AND APPROPRIATE FLORIDA
ADMINISTRATIVE RULES. ALL LEVELS EQUAL TO OR EXCEEDING THE
FOLLOWING SHALL BE REPORTED AS POSITIVE:
ALCOHOL .05g/dl%
AMPHETAMINES 1,000 NG/ML
CANNABINOIDS 100 NG/ML
COCAINE 300 NG/ML
PHENCYCLIDINE 25 NG/ML
METHAQUALONE 300 NG/ML
OPIATES 300 NG/ML
BARBITURATES 300 NG/ML
BENZODIAZEPINES 300 NG/ML
SYNTHETIC NARCOTICS:
METHADONE
PROPOXYPHENE
300 NG/ML
300 NG/ML
J. CONFIRMATION TEST MEANS A SECOND TEST OF ALL SPECIMENS
IDENTIFIED AS POSITIVE ON AN INITIAL TEST IN ACCORDANCE WITH
THE FLORIDA DRUG FREE WORKPLACE PROGRAM AND APPROPRIATE
FLORIDA ADMINISTRATIVE RULES. ALL LEVELS EQUAL TO OR
EXCEEDING THE FOLLOWING SHALL BE REPORTED AS POSITIVE:
Rev. May, 1993 3
ALCOHOL
AMPHETAMINES
CANNABINOIDS
COCAINE
PHENCYCLIDINE
METHAQUALONE
OPIATES
BARBITURATES
BENZODIAZEPINES
SYNTHETIC NARCOTICS:
METHADONE
PROPOXYPHENE
.05g/dl%
500 NG/ML
15 NG/ML
150 NG/ML
25 NG/ML
150 NG/ML
300 NG/ML
150 NG/ML
150 NG/ML
150 NG/ML
150 NG/ML
K. DRUG TESTING METHODOLOGY
SPECIMENS FOR DRUG TESTING WILL BE COLLECTED, HANDLED,
MAINTAINED AND TESTED IN ACCORDANCE WITH THE FLORIDA DRUG FREE
WORKPLACE PROGRAM AND THE PROCEDURES SET FORTH IN FLORIDA
ADMINISTRATIVE CODE SECTION 38F-9.
L. POSITIVE CONFIRMED TEST OR CONFIRMATION TEST MEANS A
SECOND PROCEDURE WHICH CONFIRMS A POSITIVE RESULT FROM AN
INITIAL DRUG TEST.
M. MEDICAL REVIEW OFFICER (MRO) MEANS A LICENSED PHYSICIAN
WITH KNOWLEDGE OF PRESCRIPTION DRUGS, PHARMACOLOGY AND
TOXICOLOGY OF DRUGS, WHO MAY BE RESPONSIBLE FOR RECEIVING AND
REVIEWING ALL POSITIVE CONFIRMED TEST RESULTS AND WHO MAY BE
RESPONSIBLE FOR CONTACTING ALL INDIVIDUALS WHO TEST POSITIVE
IN A CONFIRMATION TEST TO INQUIRE ABOUT POSSIBLE MEDICATIONS
WHICH COULD HAVE CAUSED A POSITIVE RESULT. THE MRO NEED NOT
BE AN EMPLOYEE OF THE CITY.
N. PRESCRIPTION OR NON PRESCRIPTION MEDICATION MEANS A DRUG
OR MEDICATION OBTAINED PURSUANT TO A PRESCRIPTION AS DEFINED
BY SECTION 893.02, FLORIDA STATUTES, OR A MEDICATION THAT IS
AUTHORIZED PURSUANT TO A FEDERAL OR STATE LAW FOR GENERAL
DISTRIBUTION AND USE WITHOUT A PRESCRIPTION IN THE TREATMENT
OF HUMAN DISEASES, AILMENTS OR INJURIES.
O. REASONABLE SUSPICION DRUG TESTING MEANS DRUG TESTING
BASED ON A BELIEF THAT AN EMPLOYEE IS USING OR HAS USED DRUGS
IN VIOLATION OF THIS POLICY DRAWN FROM SPECIFIC OBJECTIVE AND
DOCUMENTED FACTS AND REASONABLE INFERENCES DRAWN FROM THOSE
FACTS IN LIGHT OF EXPERIENCE. AMONG OTHER THINGS, SUCH FACTS
AND INFERENCES MAY BE BASED UPON:
(1). OBSERVABLE PHENOMENA WHILE AT WORK, SUCH AS
DIRECT OBSERVATION OF DRUG USE OR OF THE PHYSICAL SYMPTOMS OR
MANIFESTATIONS OF BEING UNDER THE INFLUENCE OF A DRUG.
(2). ABNORMAL CONDUCT OR ERRATIC BEHAVIOR WHILE AT
WORK OR A SIGNIFICANT DETERIORATION OF WORK PERFORMANCE,
EITHER OR BOTH OF WHICH ARE RECOGNIZED SYMPTOMS OF ALCOHOL OR
Rev. May, 1993 4
DRUG ABUSE AND WHICH ARE NOT
EMPLOYEE OR ARE NOT RELATED
CONDITIONS.
ADEQUATELY EXPLAINED BY THE
TO THE EMPLOYEE'S WORKING
(3). A REPORT
AND CREDIBLE SOURCE,
CORROBORATED.
OF DRUG USE, PROVIDED BY A RELIABLE
WHICH HAS BEEN INDEPENDENTLY
(4). EVIDENCE THAT AN EMPLOYEE HAS TAMPERED WITH A
DRUG TEST DURING HIS EMPLOYMENT WITH THE CURRENT EMPLOYER.
(5). INFORMATION THAT AN EMPLOYEE HAS CAUSED, OR
CONTRIBUTED TO, AN ACCIDENT WHILE AT WORK.
(6). EVIDENCE THAT AN EMPLOYEE HAS USED, POSSESSED,
SOLD, SOLICITED, OR TRANSFERRED DRUGS, WHILE WORKING OR WHILE
ON THE CITY'S PREMISES OR WHILE OPERATING A VEHICLE,
MACHINERY, OR EQUIPMENT OF THE CITY.
P. SPECIMEN MEANS A TISSUE OR PRODUCT OF THE HUMAN BODY
INCLUDING BLOOD, URINE, SALIVA, HAIR, CAPABLE OF REVEALING THE
PRESENCE OF ALCOHOL AND/OR ILLEGAL DRUGS OR THEIR METABOLITES.
GENERAL PROCEDURES
A. TYPES OF TESTING
IN ORDER TO MAINTAIN A DRUG AND ALCOHOL FREE WORK ENVIRONMENT,
THE CITY WILL TEST FOR THE PRESENCE OF ALCOHOL AND DRUGS IN
THE FOLLOWING CIRCUMSTANCES:
(1). JOB APPLICANTS: ALL JOB APPLICANTS WHO HAVE BEEN
OFFERED A POSITION OF EMPLOYMENT ARE REQUIRED TO TAKE A DRUG
AND ALCOHOL TEST.
(2). REASONABLE SUSPICION: ALL EMPLOYEES WHO ARE
DETERMINED TO BE UNDER REASONABLE SUSPICION OF DRUG OR ALCOHOL
USE (AS DEFINED HEREIN), ARE REQUIRED TO TAKE A DRUG AND
ALCOHOL TEST.
(3). FITNESS FOR DUTY: ALL EMPLOYEES WHO ARE SUBJECT TO
A ROUTINE FITNESS FOR DUTY MEDICAL EXAMINATIONS ARE REQUIRED
TO TAKE A DRUG AND ALCOHOL TEST AS PART OF THEIR MEDICAL
EXAMINATION.
(4). FOLLOW-UP: ALL EMPLOYEES WHO HAVE BEEN REFERRED TO
AN EMPLOYEE ASSISTANCE PROGRAM OR REHABILITATION PROGRAM BY
THE CITY FOR DRUG AND/OR ALCOHOL ABUSE ARE REQUIRED TO TAKE
DRUG AND ALCOHOL TESTS ON A QUARTERLY, SEMI ANNUAL OR ANNUAL
BASIS FOR TWO YEARS AFTER RETURN TO WORK.
(5). POST ACCIDENT OR INJURY: EMPLOYEES WHO ARE INVOLVED
IN A JOB RELATED ACCIDENT OR INCIDENT, AND WHOSE IMPAIRMENT
APPEARS TO BE CONTRIBUTORY, WHICH RESULTS OR MIGHT HAVE
Rev. May, 1993 5
RESULTED IN BODILY INJURY OR PROPERTY LOSS OR DAMAGE.
(6). THE PERSONNEL DEPARTMENT SHALL ESTABLISH FORMS TO
FACILITATE RECORD KEEPING AND REPORTING. THE FORMS ATTACHED
AS ATTACHMENT 1 THRU § SHALL BE USED INITIALLY BDT MAY BE
AMENDED FROM TIME TO TIME BY THE PERSONNEL DEPARTMENT WITHOUT
FURTHER COMMISSION ACTION.
B. CONSEQUENCES OF REFUSING A DRUG TEST
(1) .
AN EMPLOYEE WHO REFUSES TO SUBMIT TO A DRUG TEST
WILL BE SUBJECT TO DISCIPLINE, UP TO AND INCLUDING
TERMINATION. AN EMPLOYEE WHO REFUSES TO SUBMIT TO
A DRUG TEST ALSO WILL FORFEIT HIS ELIGIBILITY FOR
ALL WORKER'S COMPENSATION MEDICAL AND INDEMNITY
BENEFITS.
(2). A JOB APPLICANT WHO REFUSES TO SUBMIT TO A DRUG TEST
WILL NOT BE HIRED.
C. ACTIONS FOLLOWING A POSITIVE CONFIRMED TEST
THE CITY MAY INSTITUTE DISCIPLINARY ACTION, UP TO AND
INCLUDING TERMINATION, FOR ANY EMPLOYEE WHO HAS A POSITIVE,
CONFIRMED DRUG TEST.
D. CONFIDENTIALITY
CONFIDENTIALITY OF RECORDS CONCERNING DRUG TESTING WILL
BE MAINTAINED EXCEPT TO THE EXTENT NECESSARY TO COMPLY WITH
THIS POLICY AND APPLICABLE PUBLIC RECORDS LAW. ALL
INFORMATION, REPORTS, MEMOS AND DRUG TEST REPORTS, WRITTEN OR
OTHERWISE, RECEIVED BY THE CITY THROUGH THE DRUG TESTING
PROGRAM WILL BE KEPT CONFIDENTIAL TO THE EXTENT PROVIDED BY
LAW.
THE CITY, EMPLOYEE ASSISTANCE PROGRAM, LABORATORIES, DRUG
AND ALCOHOL REHABILITATION PROGRAMS WHO RECEIVE OR HAVE ACCESS
TO INFORMATION CONCERNING DRUG TEST RESULTS SHALL KEEP ALL
INFORMATION CONFIDENTIAL. NO SUCH INFORMATION WILL BE
RELEASED UNLESS THERE IS A VOLUNTARY WRITTEN CONSENT, SIGNED
BY AN EMPLOYEE OR JOB APPLICANT, EXCEPT WHERE SUCH RELEASE IS
COMPELLED BY A COURT PURSUANT TO AN APPEAL TAKEN UNDER THIS
SECTION, OR WHERE DEEMED APPROPRIATE BY A PROFESSIONAL OR
OCCUPATIONAL LICENSING BOARD IN A RELATED DISCIPLINARY
PROCEEDING.
THE CITY WILL MAINTAIN RECORDS CONCERNING DRUG TESTING
SEPARATE AND APART FROM AN EMPLOYEE'S OR JOB APPLICANT'S
PERSONNEL FILE. INFORMATION ON DRUG TESTING RESULTS SHALL NOT
BE RELEASED IN ANY CRIMINAL HEARING.
E. REPORTING OF USE OF MEDICATION
EMPLOYEES AND JOB APPLICANTS MAY CONFIDENTIALLY REPORT
Rev. May, 1993 6
THE USE OF PRESCRIPTION OR NON PRESCRIPTION MEDICATION BOTH
BEFORE AND AFTER HAVING A DRUG TEST. A FORM FOR REPORTING
MEDICATION USE IS ATTACHED.
F. NOTICE OF COMMON MEDICATIONS
A LIST OF THE MOST COMMON MEDICATIONS, BY BRAND NAME OR
COMMON NAME, AS APPLICABLE, AS WELL AS BY CHEMICAL NAME,
WHICH MAY ALTER OR AFFECT A DRUG TEST IS ATTACHED.
EMPLOYEES AND JOB APPLICANTS SHOULD REVIEW THIS LIST
PRIOR TO SUBMITTING TO A DRUG TEST.
G. MEDICATION INFORMATION
AN EMPLOYEE OR JOB APPLICANT MAY CONSULT WITH THE TESTING
LABORATORY FOR TECHNICAL INFORmaTION REGARDING
PRESCRIPTION AND NON PRESCRIPTION MEDICATION.
H. EMPLOYEE ASSISTANCE PROGRAM
REFER TO THE EMPLOYEE ASSISTANCE PROGRAM POLICY FOR THE
NAME, ADDRESS AND TELEPHONE NUMBER OF THE CURRENT
PROVIDER.
OTHER RESOURCES AVAILABLE ARE:
1 800 - 356-9996
1 800 - 527-5344
1 800 - COCAINE
1 800 - NCA-CALL
1 800 - 662-HELP
1 800 843-4971
AL-ANON
AMERICAN COUNCIL OF
ALCOHOLICS HELPLINE
COCAINE HOTLINE
NATIONAL COUNCIL ON
ALCOHOLISM
NATIONAL INSTITUTE ON DRUG
ABUSE HOTLINE
NATIONAL INSTITUTE ON DRUG
ABUSE HOTLINE
I. DRUGS TO BE TESTED
DRUGS THAT WILL BE TESTED ARE AS FOLLOWS:
C.
D.
E.
F.
H.
I.
J.
K.
ALCOHOL, INCLUDING DISTILLED SPIRITS, WINE, MALT
BEVERAGES AND INTOXICATING LIQUORS
AMPHETAMINES
CANNABINOIDS
COCAINE
PHENCYCLIDINE (PCP)
HALLUCINOGENS, PROVIDED THE ONLY HALLUCINOGEN TO BE
TESTED FOR IS PHENCYCLIDINE (PCP)
METHAQUALONE
OPIATES
BARBITURATES
BENZODIAZEPINES
SYNTHETIC NARCOTIC, BUT LIMITED TO METHADONE AND
PROPOXYPHENE
Rev. May, 1993 7
L. A METABOLITE OF ANY SUBSTANCE LISTED HEREIN.
(A LIST OF DRUGS BY BRAND NAMES OR COMMON NAMES IS
ATTACHED.)
J. CHALLENGE OF TEST RESULTS
(1). AN EMPLOYEE OR A JOB APPLICANT WHO RECEIVES A
POSITIVE CONFIRMED TEST RESULT MAY CONTEST OR EXPLAIN THE
RESULT IN WRITING WITHIN FIVE (5) DAYS OF RECEIPT OF
NOTIFICATION OF A POSITIVE CONFIRMED TEST RESULT.
(2). IF THE EXPLANATION OR CHALLENGE OF THE EMPLOYEE OR
JOB APPLICANT IS UNSATISFACTORY TO THE CITY, THE CITY
WITHIN FIFTEEN (15) DAYS OF RECEIPT WILL PROVIDE A
WRITTEN EXPLANATION AS TO WHY THE EMPLOYEE OR JOB
APPLICANT'S EXPLANATION IS UNSATISFACTORY, AND A COPY OF
THE REPORT OF POSITIVE CONFIRMED TEST RESULTS.
(3). AN EMPLOYEE MAY FURTHER CHALLENGE THE RESULTS OF THE
TEST IN A COURT OF COMPETENT JURISDICTION OR, IF THE DRUG
TEST WAS ADMINISTERED DUE TO A WORKPLACE INJURY, BY
FILING A CLAIM FOR BENEFITS WITH A JUDGE OF COMPENSATION
CLAIMS, PURSUANT TO CHAPTER 440, FLORIDA STATUTE.
(4). IF AN EMPLOYEE OR JOB APPLICANT CONTESTS THE DRUG
TEST RESULTS HE MUST NOTIFY THE LABORATORY.
K. RIGHTS UNDER COLLECTIVE BARGAINING AGREEMENTS
EMPLOYEES WHO ARE COVERED UNDER A COLLECTIVE BARGAINING
AGREEMENT BETWEEN THE CITY AND ANY COLLECTIVE BARGAINING
UNIT MAY HAVE A RIGHT TO FILE A GRIEVANCE REGARDING
DISCIPLINE IMPOSED BY THE CITY AS A RESULT OF A VIOLATION
OF THIS POLICY. A GRIEVANCE OF THIS NATURE SHALL NOT BE
LIMITED TO THE DISCIPLINE IMPOSED BUT DISCIPLINE BASED ON
A POSITIVE RESULT SHALL NOT BE SET ASIDE SOLELY ON THE
BASIS OF ERROR IN ORDERING THE TEST.
POLICY REQUIREMENTS
A. CONDITIONS OF PRE-EMPLOYMENT
THE CITY WILL CONDUCT PRE-EMPLOYMENT SCREENING
EXAMINATIONS DESIGNED TO PREVENT HIRING INDIVIDUALS WHO USE
DRUGS.
(1). TO DETERMINE THE SUITABILITY OF EMPLOYEES TO WORK FOR THE CITY THE FOLLOWING PRE-EMPLOYMENT CONDITIONS
ARE ESTABLISHED:
ALL JOB APPLICANTS WILL BE TESTED PRIOR TO
EMPLOYMENT FOR DRUG USE AND ALCOHOL USE.
ANY JOB OFFER WHICH A JOB APPLICANT MAY
RECEIVE FROM THE CITY IS CONTINGENT UPON
Rev. May, 1993 8
SUCCESSFULLY COMPLETING
PHYSICAL EXAMINATION.
A REQUIRED
(2).
ANY JOB APPLICANT WHO REFUSES TO SUBMIT TO DRUG AND
ALCOHOL TESTING AS PART OF THE PRE-EMPLOYMENT
TESTING PROCESS WILL BE REFUSED EMPLOYMENT.
(3). ANY JOB APPLICANT WHO TESTS POSITIVE FOR DRUGS OR
ALCOHOL USE WILL BE REFUSED EMPLOYMENT AT THAT TIME.
(4). CONFIDENTIALITY WILL BE MAINTAINED PURSUANT TO THIS
POLICY.
(5).
THE CITY WILL NOT DISCRIMINATE AGAINST APPLICANTS
FOR EMPLOYMENT BECAUSE OF THE PAST ABUSE OF DRUGS OR
ALCOHOL. IT IS THE CURRENT ABUSE OF DRUGS OR
ALCOHOL THAT THE CITY WILL NOT TOLERATE.
B. CURRENT EMPLOYEE DRUG AND ALCOHOL ABUSE SCREENING
THE CITY WILL MAINTAIN SCREENING PRACTICES TO IDENTIFY
EMPLOYEES WHO USE ILLEGAL DRUG OR ABUSE ALCOHOL. IT SHALL BE
A CONDITION OF CONTINUED EMPLOYMENT FOR ALL EMPLOYEES TO
SUBMIT TO DRUG SCREENING UNDER THE FOLLOWING CONDITIONS:
(1).
REASONABLE SUSPICION: ALL EMPLOYEES WHO ARE
DETERMINED TO BE UNDER REASONABLE SUSPICION OF DRUG
OR ALCOHOL USE (AS DEFINED HEREIN), ARE REQUIRED TO
TAKE A DRUG AND ALCOHOL TEST.
(2) .
FITNESS FOR DUTY: ALL EMPLOYEES WHO ARE SUBJECT TO
A ROUTINE FITNESS FOR DUTY MEDICAL EXAMINATIONS ARE
REQUIRED TO TAKE A DRUG AND ALCOHOL TEST AS PART OF
THEIR MEDICAL EXAMINATION.
(3) .
FOLLOW-UP: ALL EMPLOYEES WHO HAVE BEEN REFERRED TO
AN EMPLOYEE ASSISTANCE PROGRb24 OR REHABILITATION
PROGRAM BY THE CITY FOR DRUG AND/OR ALCOHOL ABUSE
ARE REQUIRED TO TAKE DRUG AND ALCOHOL TESTS ON A
QUARTERLY, SEMI ANNUAL OR ANNUAL BASIS FOR TWO YEARS
AFTER RETURN TO WORK.
(4) .
POST ACCIDENT OR INJURY: EMPLOYEES WHO ARE INVOLVED
IN A JOB RELATED ACCIDENT OR INCIDENT, AND WHOSE
IMPAIRMENT APPEARS TO BE CONTRIBUTORY, AND WHICH
RESULTS OR MIGHT HAVE RESULTED IN BODILY INJURY OR
PROPERTY LOSS OR DAMAGE.
C. EMPLOYEE ASSISTANCE PROGRAM
THE CITY MAINTAINS AN EMPLOYEE ASSISTANCE PROGRAM (EAP) WHICH
PROVIDES HELP TO EMPLOYEES AND THEIR FAMILIES WHO SUFFER FROM
ALCOHOL OR DRUG ABUSE. (REFER TO EAP POLICY)
IT IS THE RESPONSIBILITY OF EACH EMPLOYEE TO SEEK ASSISTANCE
Rev. May, 1993 9
BEFORE DRUGS AND ALCOHOL LEAD TO DISCIPLINARY PROBLEMS.
TO ENSURE THE EFFECTIVENESS OF THE DRUG FREE WORKPLACE POLICY
IT IS THE RESPONSIBILITY OF ALL EMPLOYEES TO INFORM
SUPERVISORY PERSONNEL OF ANY ACTIVITY THAT WOULD LEAD A
REASONABLE PERSON TO BELIEVE THAT DRUGS OR ALCOHOL ARE BEING
ABUSED IN THE WORKPLACE.
AN EMPLOYEE'S DECISION TO SEEK ASSISTANCE FROM
THE EMPLOYEE ASSISTANCE PROGRAM ON A VOLUNTARY BASIS
PRIOR TO ANY INCIDENT WARRANTING DISCIPLINARY ACTION
WILL NOT BE USED AS THE BASIS FOR DISCIPLINARY
ACTION OR IN ANY DISCIPLINARY PROCEEDING.
ON THE OTHER HAND, USING THE EAP WILL NOT BE A
DEFENSE TO THE IMPOSITION OF DISCIPLINARY ACTION
WHERE FACTS PROVIDING VIOLATION OF THIS POLICY ARE
OBTAINED OUTSIDE OF THE EAP. ACCORDINGLY, THE
PURPOSE AND PRACTICES OF THIS POLICY AND THE EAP ARE
NOT IN CONFLICT BUT ARE DISTINCTLY SEPARATE IN THEIR
APPLICATIONS.
(2) .
THROUGH THE EAP, THE CITY WILL PROVIDE
APPROPRIATE ASSESSMENT, REFERRAL TO TREATMENT AND
TREATMENT OF DRUG AND ALCOHOL ABUSE (SUBJECT TO THE
PROVISIONS OF THE CITY'S HEALTH INSURANCE PLAN).
SUCH EMPLOYEES MAY BE GRANTED LEAVE WITH A
CONDITIONAL RETURN TO WORK DEPENDING ON SUCCESSFUL
COMPLETION OF THE AGREED UPON APPROPRIATE TREATMENT
REGIMEN AND IN ACCORDANCE WITH THE CAREER SERVICES
RULES AND REGULATIONS AND ANY DEPARTMENTAL RULES AND
REGULATIONS. AN EMPLOYEE'S BANK OF SICK OR VACATION
TIME SHALL BE USED (IN THAT ORDER) FOR SUCH LEAVE.
(3.)
(4.)
(5.)
UPON SUCCESSFUL COMPLETION OF A DRUG AND/OR
ALCOHOL TREATMENT PROGRAM AN EMPLOYEE MAY BE
RELEASED TO RESUME WORK BUT WILL BE SUBJECT TO DRUG
TESTING ON A PERIODIC BASIS, AT LEAST QUARTERLY FOR
UP TO TWO YEARS THEREAFTER AS A CONDITION OF
CONTINUED EMPLOYMENT.
ONCE A VIOLATION OF THIS POLICY OCCURS,
SUBSEQUENT USE OF THE EMPLOYEE ASSISTANCE PROGRAm,
ON A VOLUNTARY BASIS, WILL NOT AFFECT THE
DETERMINATION OF APPROPRIATE DISCIPLINARY ACTION.
AN INDIVIDUAL'S PARTICIPATION IN THE PROGRAM
WILL NOT BE MADE PART OF ANY PERSONNEL RECORDS, AND
WILL REMAIN CONFIDENTIAL EXCEPT TO THE EXTENT
NECESSARY TO COMPLY WITH THIS POLICY. MEDICAL AND
INSURANCE RECORDS, IF ANY, WILL BE PRESERVED IN THE
SAME CONFIDENTIAL MANNER AS ALL OTHER MEDICAL
RECORDS AND BE RETAINED IN A SEPARATE FILE AS
PROVIDED BY LAW.
Rev. May, 1993 10
D. MANAGEMENT'S RESPONSIBILITY
SUPERVISORS ARE RESPONSIBLE FOR IMPLEMENTING THE DRUG AND
ALCOHOL FREE WORK PLACE POLICY. IT IS THE RESPONSIBILITY OF
THE SUPERVISORS TO OBSERVE THE BEHAVIOR OF EMPLOYEES ON THE
JOB AS A PRECAUTION AGAINST UNSTABLE OR UNRELIABLE BEHAVIOR
WHICH COULD THREATEN THE SAFETY AND WELL BEING OF EMPLOYEES
AND THE COMMUNITY.
(i).
SUPERVISORS ARE RESPONSIBLE FOR MAINTAINING A SAFE
WORK ENVIRONMENT BY DETERMINING EMPLOYEES FITNESS
FOR DUTY.
(2) .
IN THE EVENT A SUPERVISOR WITH THE CONCURRENCE OF A
REPRESENTATIVE OF THE CITY MANAGER'S
OFFICE OR THE PERSONNEL DIRECTOR OR
HIS/HER DEPARTMENT REPRESENTATIVE , HAS A
REASONABLE SUSPICION THAT AN EMPLOYEE MAY
BE AFFECTED BY DRUGS OR ALCOHOL, THE
EMPLOYEE MUST BE SENT FOR DRUG TESTING. A
FORM FOR REPORTING THE REASON(S) FOR DRUG
TESTING IS ATTACHED.
(3) .
IN ALL CASES WHEN AN EMPLOYEE IS BEING REMOVED FROM
DUTY FOR DRUG TESTING, THE SUPERVISOR SHOULD NOTIFY
HIS SUPERIOR AT THE EARLIEST POSSIBLE TIME.
E. EMPLOYEES RESPONSIBILITY
(1) .
IT IS EACH EMPLOYEE'S RESPONSIBILITY TO BE FIT FOR
DUTY WHEN REPORTING FOR WORK AND TO INFORM HIS
SUPERVISOR IF HE IS UNDER PRESCRIPTION OR NON
PRESCRIPTION MEDICATION WHICH MAY AFFECT JOB
PERFORMANCE.
(2) .
IN THE EVENT AN EMPLOYEE OBSERVES BEHAVIOR WHICH
RAISES A DOUBT AS TO THE ABILITY OF A CO-WORKER TO
WORK IN A SAFE, RELIABLE AND TRUSTWORTHY MANNER, THE
EMPLOYEE SHOULD REPORT THIS BEHAVIOR TO HIS
SUPERVISOR.
(3).
EMPLOYEES WHO VOLUNTARILY ENTER A DRUG OR ALCOHOL
TREATMENT AND/OR REHABILITATION PROGRAM AT THE
REQUEST OR INSISTENCE OF THE CITY OR, AS A CONDITION
OF CONTINUED EMPLOYMENT, ENTER A DRUG OR ALCOHOL
TREATMENT AND/OR REHABILITATION PROGRAM ARE REQUIRED
TO PARTICIPATE AND COMPLETE RECOMMENDED TREATMENT.
ANY EMPLOYEE WHO ENTERS A DRUG OR ALCOHOL TREATMENT
AND/OR REHABILITATION PROGRAM WILL BE RESPONSIBLE
FOR PAYMENT OF THE TREATMENT AND/OR PROGRAM. IF THE
EMPLOYEE FAILS TO COMPLY WITH THE TREATMENT AND/OR
THE PROGRAM, THE EMPLOYEE WILL BE SUBJECT TO
DISCIPLINE , UP TO AND INCLUDING TERMINATION.
Rev. May, 1993 11
F. MEDICAL REVIEW OFFICER'S RESPONSIBILITIES
(1) .
THE MRO WILL REVIEW ALL INFORMATION FROM THE TESTING
LABORATORY IN THE EVENT OF A POSITIVE, CONFIRMED
TEST. THE MRO WILL REVIEW ANY INFORMATION FROM THE
EMPLOYEE OR JOB APPLICANT REGARDING THE USE OF
MEDICATION OR OTHER RELEVANT MEDICAL INFORMATION SET
FORTH IN THE FORM SUBMITTED PRIOR TO DRUG TESTING.
(2). THE MRO MAY REQUEST THAT THE TESTING LABORATORY
PROVIDE QUANTIFICATION OF TEST RESULTS.
(3). THE MRO WILL PROVIDE HIS INTERPRETATION OF POSITIVE,
CONFIRMED TEST RESULTS TO THE PERSONNEL DIRECTOR OR
HIS/HER DEPARTMENT REPRESENTATIVE.
(4) .
THE MRO WILL ASSIST EMPLOYEE'S IN AN EMPLOYEE
ASSISTANCE PROGRAM, MONITOR SUCH EMPLOYEES PROGRESS
AND CONFIRM COMPLETION OF THE TREATMENT PROGRAM.
LIST OF DRUGS BY TRADE OR COMMON NAMES
DRUGS
OPIUM
MORPHINE
CODEINE
ROBITUSSAN
HEROIN
HYDROMORPHIME
MEPERIDINE (PETHIDINE)
METHADONE
OTHER NARCOTICS
DEPRESSANTS
CHLORAL HYDRATE
BARBITURATES
Rev. May, 1993
TRADE OR COMMON NAME
DOVER'S POWDER, PAREGORIC, PARE-
PECTOLIN
MORPHINE, PECTORAL SYRUP
TYLENOL WITH CODEINE, EMPIRIN
COMPOUND WITH CODEINE,
A-C
DIACETYLMORPHINE, HORSE, SMACK
DILAUDID
DEMEROL, MEPERGAN
DOLOPHINE, METHADONE, METHADOSE
LAAM, LERITINE, NUMORPHAN,
PERCODAN, TUSSIONEX, FENTANYL,
DARVON, TALWIN, LOMOTIL
NOCTEC, SOMNOS
PHENOBARBITAL, TUINAL, AMVTAL
NEMBUTAL, SECONAL, LOTUSATE,
12
Rev.
BENZODIAZEPINES
METHAQUALONE
GLUTETHIMIDE
OTHER DEPRESSANTS
STIMULANTS
COCAINE
AMPHETAMINES
PHENMETRAZINE
METHYLPHENIDATE
OTHER STIMULANTS
DIDREX,
HALLUCINOGENS
LSD
MESCALINE AND PEYOTE
AMPHETAMINE VARIANTS
PHENCYCLIDINE
PHENCYCLIDINE ANALOGS
OTHER HALLUCINOGENS
CANNABIS
MARIJUANA
TETRAHYDROCANNABINOL
HASHISH
HASHISH OIL
May, 1993
ATAVAN, AZENE, CLONOPIN, DALMANE
DIAZEPAM, LIBRIUM, XANAX, SERAX,
TRANXENE, VALIUM, VERSTRAN,
HALCION, PAXIPAM, RESTORIL
QUAALUDE
DORIDEN
EQUANIL, MILTOWN,
PLACIDYL, VALMID
NOLUDAR,
COKE, FLAKE, SNOW, CRACK
BIPHETAMINE, DELCOBESE, DESOXYN
DEXEDRENE, METIATRIC
PRELUDIN
RITALIN
ADIPEX, BACARATE, CYLERT,
IONAMIN, PLEGINE, PRE-SATE,
SANOREX, TEN-dATE, TEPANIL,
VORANIL
ACID, MICRODOT
MESC, BUTTONS, CACTUS
2,5-DMA, PM_A, STP, MDA, MDMA
TMA, DOM, DOB
PCP, ANGEL DUST, HOG
PCE, PCPy, TCP
BUFOTENINE, IBOGAINE, DMT, DET,
PSILOCYN
POT, ACAPULCO GOLD, GRASS,
REEFER, SINSEMOLLA, THAI STICKS
THC
HASH
HASH OIL
13
OVER THE COUNTER AND PRESCRIPTION DRUGS WHICH COULD
ALTER OR AFFECT THE OUTCOME OF A DRUG TEST
ALCOHOL
ALL LIQUID MEDICATIONS CONTAINING ETHYL ALCOHOL (ETHANOL).
PLEASE READ THE LABEL FOR ALCOHOL CONTENT. AS AN EXAMPLE,
VICK'S NYQUIL IS 25% (50 PROOF) ETHYL ALCOHOL, COMTREX IS 20%
(40 PROOF), CONTAC SEVERE COLD FORMULA NIGHT STRENGTH IS 25%
(50 PROOF) AND LISTRINE IS 26.9% (55 PROOF).
AMPHETAMINES
OBETROL, BIPHETAMINE, DESOXYN, DEXEDRINE, DIDREX
CANNABINOIDS
MARINOL (DRONABINOL, THC)
COCAINE
COCAINE HCI TOPICAL SOLUTION
PHENCYCLIDINE
NOT LEGAL BY PRESCRIPTION
METHAQUALONE
NOT LEGAL BY PRESCRIPTION
OPIATES
PAREGORIC, PAREPECTOLIN, DONNAGEL, PG, MORPHINE, TYLENOL WITH
CODEINE, EMPIRIN WITH CODEINE, APAP WITH CODEINE, ASPIRIN WITH
CODEINE, ROBITUSSIN A-C, GUIATUSS AC, NOVAHISTINE DH,
NOVAHISTINE EXPECTORANT, DILAUDID (HYDROMORPHINE), M-S CONTIN
AND ROXANOL (MORPHINE SULFATE), PERCODAN, VICIDIN
BARBITURATES
PHENOBARBITAL, TUINAL, AMYTAL, NEMBUTAL, SECONAL, LOTUSATE,
FIORINAL, FIORICET, ESGIC, BUTISOL, MEBARIL, BUTABARBITAL,
BUTABITAL, PHRENILIN, TRIAD
BENZODIAZEPHINES
ATAVAN, AZENE, CLONOPIN, DALMANE, DIAZEPAM, LIBRIUM, XANAX,
SERAX, TRANXENE, VALID-M, VERSTRAN, HALCION, PAXIPAM,
RESTORIAL, CENTRAX
METHADONE
DOLOPHINE, METHADOSE
PROPOXYPHENE
DARVOCET, DARVON N, DOLENE
Rev. May, 1993 14
ATTACHMENT 1
LIST PRESCRIPTION DRUGS TAKEN WITHIN THE PAST
DAYS. THIS IS FOR YOUR USE ONLY AT THIS TIME.
THIRTY
(30)
Rev. May, 1993 15
ATTACHMENT 2
THE CITY OF BOYNTON BEACH TEST DIRECTION FORM
I DIRECT
NAME OF EMPLOYEE
TO TAKE A DRUG AND/OR ALCOHOL TEST PURSUANT TO THE CITY OF
BOYNTON BEACH DRUG FREE WORKPLACE POLICY AND WORK RULES. THIS
DRUG TEST IS REQUIRED BECAUSE OF THE FOLLOWING REASON(S).
(EXAMPLE: REASONABLE SUSPICION, ACCIDENT):
THE ABOVE STATED REASON(S) WAS (WERE) WITNESSED BY:
NAME OF OBSERVER/WITNESS
NAME:
POSITION:
DATE:
SIGNATURE
ADDITIONAL WITNESS NAME:
POSITION:
DATE:
SIGNATURE:
Rev. May, 1993 16
NAME:
DATE:
ATTACHMENT 3
THE CITY OF EOYNTON BEACH
FORM FOR REPORTING THE USE OF PRESCRIPTION OR
NON-PRESCRIPTION MEDICATION
PRESCRIPTION MEDICATION:
NON-PRESCRIPTION MEDICATION:
SIGNATURE:
PRINT NAME:
SOCIAL SECURITY NUMBER:
Rev. May, 1993 17
ATTACHMENT 4
THE CITY OF BOYNTON BEACH
PRE-EMPLOYMENT AGREEMENT
PLEASE READ CAREFULLY
I FREELY AND VOLUNTARILY CONSENT TO A DRUG AND ALCOHOL TEST OF
MY URINE AND BLOOD AS PART OF MY APPLICATION FOR EMPLOYMENT.
I UNDERSTAND THAT MY REFUSAL TO SUBMIT TO THE DRUG AND ALCOHOL
TEST OR MY FAILURE TO QUALIFY ACCORDING TO THE MINIMUM
STANDARDS ESTABLISHED BY THE CITY OF BOYNTON BEACH FOR THIS
DRUG AND ALCOHOL TEST MAY DISQUALIFY ME FROM FURTHER
CONSIDERATION FOE EMPLOYMENT.
I FURTHER UNDERSTAND THAT UPON COMMENCEMENT OF EMPLOYMENT WITH
THE CITY OF BOYNTON BEACH, I MAY AGAIN BE REQUIRED TO SUBMIT
TO A DRUG AND ALCOHOL TEST. I UNDERSTAND THAT REFUSAL TO TAKE
A REQUESTED TEST OR FAILURE TO MEET THE MINIMUM STANDARDS SET
FOR THE TEST, MAY RESULT IN DISCIPLINE, UP TO AND INCLUDING
TERMINATION.
I HAVE READ IN FULL AND UNDERSTAND THE ABOVE STATEMENTS AND
CONDITIONS OF EMPLOYMENT.
THIS CONSENT DOES NOT INDICATE CONSENT BY THE APPLICANT TO
RANDOM DRUG TESTING NOR DOES THIS CONSTITUTE A WAIVER OF AN
APPLICANT'S RIGHT TO CHALLENGE TEST RESULTS.
APPLICANTS SIGNATURE
PRINT NAME
WITNESSED BY (SIGNATURE)
PRINT NAME
DATE
DATE
Rev. May, 1993
18
ATTACHMENT 5
THE CITY OF BOYNTON BEACH
CERTIFICATE OF AGREEMENT
I HEREBY CERTIFY THAT I HAVE RECEIVED AND READ THE CITY OF
BOYNTON BEACH, "DRUG FREE WORKPLACE POLICY AND WORK RULES"
REGARDING SUBSTANCE ABUSE AND HAVE HAD THE POLICY EXPLAINED TO
ME.
I HEREBY CONSENT TO SUBMIT TO DRUG AND ALCOHOL TESTING OF MY
BLOOD AND URINE AT ANY TIME REQUESTED BY THE CITY OF BOYNTON
BEACH PURSUANT TO THE CITY'S POLICY. I ALSO UNDERSTAND THAT
FAILURE TO COMPLY WITH A REQUEST TO SUBMIT TO A DRUG TEST OR
A POSITIVE CONFIRMED RESULT FROM A DRUG TEST MAY LEAD TO
TERMINATION OF MY EMPLOYMENT.
THIS CONSENT DOES NOT INDICATE CONSENT BY THE EMPLOYEE TO
RANDOM DRUG TESTING NOR DOES THIS CONSTITUTE A WAIVER OF AN
EMPLOYEE'S RIGHT TO CHALLENGE TEST RESULTS.
NAME (PLEASE PRINT)
SIGNATURE
WITNESSED BY
PRINT NAME
DATE
DATE
Rev. May, 1993 19