§ 16-6. Testing procedures.

(a)

Obtaining urine samples.

(1)

Employees must be positively identified via picture I.D. prior to obtaining samples.

(2)

The room or rooms where the samples are taken must be free from any foreign substances.

(3)

Specimen collection will be witnessed without violating the employee's right to privacy in a setting that will not demean, embarrass or cause physical discomfort to the employee.

(4)

A form will be completed, prior to the test, that will serve to establish current drugs being taken, whether prescription or over-the-counter.

(5)

The specimen taken shall be sealed, labeled and checked against the identity of the employee. Samples shall be properly secured and shall be handled following appropriate rules of evidence and chain of custody.

(6)

Any testing done will be on the employer's time, and any officer or employee required to come off of duty will be compensated for his time spent.

(7)

Each employee or applicant may be required to go to the facility where the lab is located to submit to random testing or preemployment testing.

(b)

Processing urine samples.

(1)

The testing methods used shall be capable of identifying marijuana, cocaine, barbiturates, amphetamines and PCP. Personnel utilized for testing shall be qualified and trained to conduct urinalysis.

(2)

The test shall consist of a two-step procedure:

a.

Initial screening; and

b.

Confirmation by the GCMS.

(3)

An initial screening that proves to be positive shall be reported, not as a positive test, but as a confirmation pending.

(4)

The time frame between a confirmation pending and a positive confirmation shall not exceed 48 hours.

(5)

Notification of the confirmation pending or confirmation positive shall be reported initially to the mayor.

(6)

Any sample which proves to be positive upon confirmation shall be retained for a period of at least 12 months to allow the employee adequate time for further testing in case of dispute.

(7)

The laboratory selected for conduction of testing shall be certified by the College of American Pathologists and shall be experienced and capable of quality control, documentation, chain of custody techniques and be willing to provide testimony in cases that result in an adversary hearing.

(8)

Employees who are found to be drug-free will be notified in writing and may, if they choose, have a copy of the notification placed in their personnel file.

(9)

The sensitivity level of the drug screening test shall be 100 nanograms.

(Code 1968, § 19-6; Ord. No. 488, 12-6-1988; Ord. No. 492, 5-2-1989)