|
Commercial
Driver License positions –
Does
your organization require drug testing for CDL holders?
|
Yes
|
No
|
|
Pre-appointment
|
9
|
-
|
|
Random
|
10
|
-
|
|
Reasonable
Suspicion
|
10
|
-
|
Does
your organization have a zero tolerance for CDL holders?
|
Yes
|
No
|
|
Pre-appointment
|
5
|
4
|
|
Random
|
-
|
9
|
|
Reasonable
Suspicion
|
-
|
9
|
If
your organization does not have a zero tolerance for CDL holders, do
you have a standard form of corrective action for positive results?
If
yes, please explain:
|
City
|
Explanation
|
|
Alcoa
|
Use
of EAP of counseling. We have a 2 strike rule, but 1 offense
could be terminating depending on severity.
|
|
Bartlett
|
1.
Remove from driving duties at pay loss
2.
Directed to city’s EAP for assessment
3.
Cooperate and complete program required by EAP
4.
Minimum of 6 drug/alcohol tests in 12 months
|
|
Cleveland
|
|
|
Columbia
|
Mandatory,
EAP and rehab if recommended plus subject to additional randoms
for two years. Zero tolerance if positive again.
|
|
Franklin
|
Any
employee who tests positive for drugs is given ONE chance for
rehabilitation. After that, if they test positive again, they
are terminated.
|
|
Gallatin
|
Subject
to immediate removal from job and disciplinary action up to
and including termination.
|
|
Johnson
City
|
Continued
employment contractual agreement. Agreement must be followed
for remainder of employment.
|
|
Metro
Nashville Water Services
|
30
days suspension and demotion (demotion usually for 6 months
but could be a year) and a return to work agreement signed.
|
Pre-appointment:
|
City
|
1st
Offense
|
2nd
Offense
|
|
Bartlett
|
Removal
from employment
|
N/A
|
|
Cleveland
|
Denied
employment.
|
|
|
Columbia
|
Do
not hire.
|
|
|
Gallatin
|
We
test at pre-employment. Failure to pass prohibits employment.
We do not test current employees who later seek to obtain their
CDL.
|
|
|
Jackson
|
Employee
must successfully undergo rehab treatment.
|
Terminate.
|
|
Johnson
City
|
Job
offer refused.
|
|
|
Metro
Nashville Water Services
|
Not
accepted for employment.
|
|
Random:
|
City
|
1st
Offense
|
2nd
Offense
|
|
Bartlett
|
See
steps #1-4 above.
|
Termination.
|
|
Brentwood
|
We
have had a couple test positive and have allowed them to go
through EAP and return to work. However, both have eventually
left shortly after returning to work, so I am not so sure we
will be as forgiving in the future.
|
Has
never happened, but I don’t believe we would keep someone around
who tested positive a second time.
|
|
Cleveland
|
Immediately
removed from duty until evaluated by a SAP, complied with recommended
rehab, and has a negative result on return-to-duty testing.
|
Termination.
|
|
Columbia
|
Each
situation is looked at seperately based on prior history. A
problem employee would be terminated and a good employee would
get a 2nd chance based on the above.
|
Termination.
|
|
Gallatin
|
Subject
to immediate removal from job and disciplinary action up to
and including termination.
|
Usually
discharged.
|
|
Gatlinburg
|
One
chance to attend EAP for drug counseling/in-patient treatment
with written agreement that individual agrees to random drug
screens for 2 years in addition to the scheduled random drug
screens. A positive drug screen results in termination.
|
|
|
Jackson
|
Employee
must successfully undergo rehab treatment.
|
Terminate.
|
|
Johnson
City
|
Contractual
agreement and mandatory referral to sap with successful completion
of program and comply with contract.
|
Discharge.
|
|
Metro
Nashville Water Services
|
30
days suspension and demotion (demotion usually for 6 months
but could be a year) and a return to work agreement signed.
|
Termination.
|
Reasonable
Suspicion:
|
City
|
1st
Offense
|
2nd
Offense
|
|
Bartlett
|
See
steps #1-4 above.
|
Termination.
|
|
Brentwood
|
Has
never happened.
|
|
|
Cleveland
|
Immediately
removed from duty until evaluated by a SAP, complied with recommended
rehab, and has a negative result on return-to-duty testing
|
Termination.
|
|
Columbia
|
Each
situation is looked at seperately based on prior history. A
problem employee would be terminated and a good employee would
get a 2nd chance based on the above.
|
Termination.
|
|
Gallatin
|
Subject
to immediate removal from job and disciplinary action up to
and including termination.
|
Usually
discharged.
|
|
Gatlinburg
|
One
chance to attend EAP for drug counseling/in-patient treatment
with written agreement that individual agrees to random drug
screens for 2 years in addition to the scheduled random drug
screens. A positive drug screen results in termination.
|
|
|
Jackson
|
Employee
must successfully undergo rehab treatment.
|
Terminate.
|
|
Johnson
City
|
Contractual
agreement and mandatory referral to sap with successful completion
of program and comply with contract.
|
Discharge.
|
|
Metro
Nashville Water Services
|
Not
accepted for employment.
|
|
Public
Health & Safety positions – (defined as positions that are responsible
for the health, safety and welfare of the general public and their fellow
employees. Classifications may include: Water Treatment, Hazardous Duty,
Security & Related Law Enforcement, Fire, EMS & Related Support,
and Care Givers)
Does
your organization require drug testing for PHS positions?
|
Yes
|
No
|
|
Pre-appointment
|
8
|
1
|
|
Random
|
9
|
1
|
|
Reasonable
Suspicion
|
9
|
1
|
Does
your organization have a zero tolerance for PHS positions?
|
Yes
|
No
|
|
Pre-appointment
|
7
|
3
|
|
Random
|
2
|
7
|
|
Reasonable
Suspicion
|
2
|
7
|
If
your organization does not have a zero tolerance for PHS positions,
do you have a standard form of corrective action for positive results?
If
yes, please explain:
|
City
|
Explanation
|
|
Alcoa
|
Use
of EAP of counseling. We have a 2 strike rule, but 1 offense
could be terminating depending on severity.
|
|
Columbia
|
Treated
the same as CDL holders.
|
|
Franklin
|
Any
employee who tests positive for drugs is given ONE chance for
rehabilitation. After that, if they test positive again, they
are terminated.
|
|
Gallatin
|
Subject
to immediate removal from job and disciplinary action up to
and including termination.
|
|
Jackson
|
Same
policy as above.
|
|
Metro
Nashville Water Services
|
30
days suspension and demotion (demotion usually for 6 months
but could be a year) and return to work agr. signed.
|
Pre-appointment:
|
City
|
1st
Offense
|
2nd
Offense
|
|
Cleveland
|
Denied
employment.
|
|
|
Gallatin
|
We
test at pre-employment. Failure to pass prohibits employment.
We do not test current employees who later are promoted into
safety-sensitive jobs.
|
|
|
Johnson
City
|
Job
offer refused.
|
|
|
Metro
Nashville Water Services
|
Not
accepted for employment.
|
|
Random:
|
City
|
1st
Offense
|
2nd
Offense
|
|
Brentwood
|
We
have never had anyone test positive. Our policy allows for reviewing
each situation on a case by case basis using such factors as
tenure, performance, etc. I would guess that a police officer
testing positive would meet with a no tolerance policy.
|
Not
specifically spelled out in our policy, but my feeling is that
any second offense would be no tolerance.
|
|
Cleveland
|
Immediately
removed from duty until evaluated by a SAP, complied with recommended
rehab, and has a negative result on return-to-duty testing
|
Termination.
|
|
Gallatin
|
Subject
to immediate removal from job and disciplinary action up to
and including termination.
|
Usually
discharged.
|
|
Johnson
City
|
Contractual
agreement and mandatory referral to sap with successful completion
of program and comply with contract.
|
Discharge.
|
|
Metro
Nashville Water Services
|
30
days suspension and demotion (demotion usually for 6 months
but could be a year) and a return to work agreement signed.
|
Termination.
|
Reasonable
Suspicion:
|
City
|
1st
Offense
|
2nd
Offense
|
|
Brentwood
|
We
have never had anyone test positive. Our policy allows for reviewing
each situation on a case by case basis using such factors as
tenure, performance, etc. I would guess that a police officer
testing positive would meet with a no tolerance policy.
|
|
|
Cleveland
|
Immediately
removed from duty until evaluated by a SAP, complied with recommended
rehab, and has a negative result on return-to-duty testing
|
Termination.
|
|
Gallatin
|
Subject
to immediate removal from job and disciplinary action up to
and including termination.
|
Usually
discharged.
|
|
Johnson
City
|
Contractual
agreement and mandatory referral to sap with successful completion
of program and comply with contract.
|
Discharge.
|
|
Metro
Nashville Water Services
|
30
days suspension and demotion (demotion usually for 6 months
but could be a year) and a return to work agreement signed.
|
Termination.
|
|
