&1J4~ - City of Glendale

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No STI employee (safety-sensitive or otherwise) shall use alcohol while on
duty, in uniform, while performing safety-sensitive funct ions, or just before
or just after p e rfor~ln g a safety sensitive function. "Just after" is defined by
STI as the time that the employee is officially off duly, unless otherwise notified
by management. Such notification is valid for a period not to exceed two (2)
hours following the completion of the employees shift. Additionally, safetysensitive
employees are prohibited from using alcohol for a period of eight (8)
hours following an accident, or until an alcohol test has been performed by a
certified Breath Alcohol Technician, whichever occurs first.
No safety-sensitive employee shall use alcohof w ithin four (4) hours of
reporting for duty, or during the hours that they are on call. Employees who
are assigned on call will be asked upon being called-in if they are fit for duty. An
affirmative response will certify that the employee has not violated the provisions,
as described in this section.
All safety sensitive employees are prohibited from reporting for duty or remaining
on duty any time there is a quantifiable presence of a prohibited substance in the
body above the minimum thresholds defined in Tille 49, CFR, Part 40, as
amended.
6.4 COMPLIANCE WITH TESTING REQUIREMENTS
All STI employees will be subject to urine drug testing and breath alcohol testing
as a condi tion of continued employment. Any STI employee who refuses to
comply with a request for testing shall be removed from duty and is subject to
disciplinary action, up to and including termination. Where an employee fails to
provide an adequate specimen and blatantly violates the integrity of the testing
process in any manner, the employee will be immediately terminated. Blatant
violations include, but are not limited to:
1) Obstructiy.e_ behavior, or evidence of frustrating the testing
procedure, regardless of apparent intent on the employees behalf.
2) Adulterating, or otherwise tampering with a specimen.
3) A certified lab has concluded that the specimen is not consistent
with normal human urine.
4) Failure to provide specimen, or adequate volume where there is no
medical condition present, which would hinder the employee's
ability to do so. In this instance a determination will be made by a
certified physician, and will be fina l.
5) Physical absence resulting in the inability to conduct the test
(without excu~able reasons from management)
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