HomeMy WebLinkAboutG- 13 City of Transportation Alcohol and Drug Testing Policy t
HUMAN RESO1URCES INTEROFFICE ME 0 N U
to: Honorable Mayor and City Council Members •
from: Dottie Wallace, Human Reso Ma %fp
Karen Pihlak, Police Cap,IV
via: Henry Garcia, City Administrator
date: May 28, 1997
subject: City of Azusa Department of Transportation Alcohol and Drug Testing Policy
Background
City of Azusa Transportation Division employees have been voluntarily complying with the City of Azusa Work Place Drug Testing
and Rehabilitation Procedures adopted by Council In February 18, 1993. The policy was developed to comply with regulations
governing the mass transit industry and to put our Transportation Division in compliance with the various contracts the City had
entered.
In February, 1994,the Department of Transportation(DOT) issued its final regulations implementing the Omnibus Transportation
Employee Testing Act of 1991. These regulations are designed to augment the overall safety of the transportation industry and
the public at large by requiring employers to test safety-sensitive employees for the use of alcohol and controlled substances. The
program's goal to achieve a drug-free and alcohol-free work force to protect the health and safety of not only employees but also
the public and to help prevent accidents and injuries resulting from the misuse of alcohol and use of controlled substances by
drivers holding Commercial Driver's Licenses.
Effective January 1, 1996, every employer in the United States who employs drivers of commercial motor vehicles as defined by
the Federal Highway Administration (FHWA) regulations or who operates a transit system in an urbanized area as described in
the regulations of the Federal Transit Administration(FTA), must adopt a comprehensive drug and alcohol testing policy which is
consistent with the regulations. The FTA regulations are applicable to Transportation Division employees and the FHWA
regulations are applicable to employees in the Street,Garage, Facilities, Parks, Electric, and Water Divisions. Both the FTA and
FHWA are divisions of the DOT.
The regulations require agencies to test for the following:
1. marijuana opiates
2. phencyclidine
3. amphetamines
4. opiates
5. cocaine
6. alcohol
Testing for the above is to be done under the following circumstances:
1. pre-employment testing
2. reasonable suspicion
3. post-accident
4. random
5. return-to-duty
Representatives of the International Brotherhood of Electrical Workers(IBEW), Azusa City Employees Association (ACEA)and
the City have completed the meet-and-confer process to develop a policy which would cover the Transportation Division and the
other City divisions which must comply with the DOT testing regulations. The resultant policy applies only to those employees
whose classification requires a Commercial Driver's License as a condition of employment. Approximately 80 City employees will
be covered by the policy.
RECOMMENDATION
It is recommended that Council adopt the attached City of Azusa Department of Transportation Alcohol and Drug Testing Policy
putting the City into compliance with the United States Department of Transportation Regulations.
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DEPARTMENT OF TRANSPORTATION
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ALCOHOL AND DRUG TESTING POLICY
TABLE OF CONTENTS
Section/Title Page
1. BACKGROUND 1
2. PURPOSE 2
3. DEFINITIONS 3
4. APPLICABILITY 5
5. PROHIBITED SUBSTANCES 6
6. PROHIBITED CONDUCT 7
7. TESTING PROCEDURES FOR CONTROLLED SUBSTANCES 9
8. TEST POINTS 10
9. CONSEQUENCES FOR VIOLATION OF POLICY 13
10. RE-ENTRY CONTRACTS 15
11. TRAINING 16
12. EMPLOYEE RESPONSIBILITY 17
13. SYSTEM CONTACT 18
CITY OF AZUSA
D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY
1. BACKGROUND
a. Drug-Free Workplace Act of 1988
On December 16, 1991, City of Azusa adopted Resolution 91-C185 A Resolution of the City
Council of the City of Azusa Certifying that the City maintains a drug-free workplace to
comply with the Drug-Free Workplace Act of 1988.
b. City of Azusa Workplace Drug Testing and Rehabilitation Procedures
On February 19, 1993, the City of Azusa Workplace Drug Testing and Rehabilitation
Procedures were adopted by Council to comply with federal mandates regarding the City's
requirements for a substance abuse policy. The policy applied to employees who are
subject to Federal Transit Administration (FTA) regulations.
This policy replaces the policy adopted on February 19, 1993,and complies with current FTA
regulations.
c. Omnibus Transportation Employee Testing Act of 1991
Effective January 1, 1995, the City of Azusa must comply with the United States Department
of Transportation regulations implementing the Federal Omnibus Transportation Employee
Testing Act of 1991. Specifically, the City must comply with the regulations of the Federal
Highway Administration (FHWA) and the FTA.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
2. PURPOSE
The purpose of this policy is to comply with all applicable U.S. Department of Transportation (DOT)
regulations as well as the Federal Transit Administration (FTA)and Federal Highway Administration
(FHWA) (operating agencies within the DOT) whose regulations are applicable to the City. Adoption
of a policy is one of the City's obligations under the regulations. This policy sets forth the rights and
obligations of covered employees Such regulations are enumerated below:
► DOT 49 CFR Part 40
► FTA 49 CFR Parts 653 and 654
► FHWA 49 CFR Parts 382
These regulations mandate urine drug testing and breathalyzer alcohol testing for safety-sensitive
positions and prevents performance of safety-sensitive functions when there is a positive test result.
In addition, the DOT has enacted 49 CFR Part 29, "The Drug-Free Workplace Act of 1988,"which
requires establishment of drug-free workplace policies and the reporting of certain drug-related
offenses to the FTA and FHWA. This policy is supplemental to the Drug-Free Workplace Policy as
noted in the Background of this policy.
Covered Employees must familiarize themselves with these policies and all state and federal
regulations applicable to their ability to maintain a commercial driver's license(CDL). Compliance
with applicable regulations are a condition of employment.
Our employees are our most valuable resource in providing safe, dependable, and economical
services to the citizens of Azusa. If you think that you may have a problem with drugs and/or
alcohol, you are encouraged to seek professional assistance and rehabilitation.
The City's Employee Assistance Program(EAP)is a confidential service which is available to assist
employees in securing help for addressing drug and alcohol problems as well as other personal
problems which may adversely affect their ability to provide these services. Employees may
contact the EAP directly or contact the Human Resources Office or their union or association
representative for information about the EAP.
(Include EAP card here)
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
3. DEFINITIONS(49 CFR 382.107: 654.7)
Alcohol Concentration—the alcohol in a volume of breath expressed in terms of grams of alcohol
per 210 liters of breath as indicated by an evidential breath test.
Alcohol Use—the consumption of any beverage, mixture, or preparation including any medication,
containing alcohol.
Alcohol—intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight
alcohols including methyl and isopropyl alcohol.
Breath Alcohol Technician (BAT)—An individual who instructs and assists individuals in the
alcohol testing process and operates an EBT.
Controlled Substances—Unless otherwise provided, drugs and controlled substances refer to
marijuana, cocaine, opiates, phencyclidine, and amphetamines.
Commercial Motor Vehicle-
1. A vehicle with a gross combination weight of at least 26,001 pounds inclusive of a towed
unit with a gross vehicle weight rating of more than 10,000 pounds;
2. A vehicle with a GVWR of at least 26,001 pounds;
3. A vehicle designated to transport 16 or more passengers, including the driver; or
4. A vehicle placarded under Hazardous Materials Regulations.
Driver—any person who operates a commercial motor vehicle. This includes, but is not limited to:
full time, regularly employed drivers; casual, owner-operator contractors who are either directly
employed by or under lease to an employer or who operate a commercial motor vehicle at the
direction of or with the consent of an employer. For the purpose of employment/pre-duty testing
only,the term driver includes a person applying to an employer to drive a commercial motor vehicle.
Evidential Breath Testing Device(EBT)—An approved EBT approved by the National Highway
Traffic Safety Administration (NHTSA) for evidential testing of breath and placed on NHTSA's
"Conforming Products List of Evidential Breath Measurement Devices."
Employer—any person who owns or leases a commercial motor vehicle or assigns persons to
operate such a vehicle. The term employer includes an employer's agents, officers and
representatives.
Medical Review Officer(MRO)—a licensed physician responsible for receiving laboratory results
generated by an employer's drug testing program who has knowledge of substance abuse disorders
and has appropriate medical training to interpret and evaluate an individual's confirmed positive test
result together with his or her medical history and any other relevant biomedical information
(49 CFR 40).
Performing a Safety Sensitive Function—a driver is considered to be performing a safety-
sensitive function during any period in which he or she is actually performing, ready to perform, or
immediately available to perform any safety-sensitive functions.
Safety Sensitive function—as defined by the FTA:
1. operating a revenue service vehicles(e.g. driving a bus);
2. controlling the dispatch or movement of revenue service vehicles;
3. maintaining revenue service vehicles or equipment in revenue service;
4. carrying firearms for security relating to the transit system.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
Safety Sensitive function—as defined by the FHWA:
1. All time at a carrier or shipper plant, terminal, facility, or other property, or on any public
property, waiting to be dispatched, unless the driver has been relieved from duty by the
employer;
2. All time inspect equipment as required by the Federal Motor Carrier Safety Regulations
(FMCSRs)or otherwise inspecting, servicing, or conditioning any commercial motor vehicle
at any time;
3. All time spent at the driving controls of a commercial motor vehicle in operation;
4. All time, other than driving time, spent on or in a commercial motor vehicle(except for time
spent resting in the sleeping berth);
5. All time loading or unloading a commercial motor vehicle, supervising, or assisting in the
loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness
to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded;
6. All time repairing, obtaining assistance, or remaining in attendance upon a disabled
commercial motor vehicle.
Substance Abuse Professional (SAP)—Licensed physician (medical doctor or doctor of
osteopathy,or a licensed or certified psychologist, social worker, employee assistance professional,
or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse
counselors Certification Commission or by the International Certification Reciprocity Consortium
Alcohol & Other Drug Abuse) with knowledge of and clinical experience in the diagnosis and
treatment of alcohol and controlled substances-related disorders.
a. Acronyms
BAT Breath Alcohol Technician
CDL Commercial Driver's License
CFR Code of Federal Regulations
DFWA Drug Free Workplace Act
DOT Department of Transportation
EAP Employee Assistance Program
EBT Evidential Breath Testing (device)
FHWA Federal Highway Administration
FTA Federal Transit Administration
MRO Medical Review Officer
NHTSA National Highway Traffic Safety Administration
PCP Phencyclidine
SAMHSA Substance Abuse Mental Health Services Administration
SAP Substance Abuse Professional
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
4. APPLICABILITY
a. FTA Regulations (49 CFR 653.5.654.3)
This policy applies to all safety-sensitive and non-safety-sensitive employees of the
Transportation Division of the Community Services Department, paid part-time employees,
volunteers, and contractors when they are on transit property or when performing any
transit-related business. This policy applies to off-site lunch periods or breaks when an
employee is scheduled to return to work. Visitors, vendors, and contractor employees are
governed by this policy while on transit premises and will not be permitted to conduct
transit business if found to be in violation of this policy.
Director of Community Services
Transportation Supervisor
Transportation Dispatcher
Bus Driver
b. FHWA Regulations (49 CFR 382.1031
This policy applies to any employee whose position requires a Class A or B commercial
driver's license; any employees whose assigned duties may require casual, intermittent or
occasional driving of vehicles requiring possession of a Class A or Class B commercial
driver's license; leased drivers and independent owner-operator contractors who are either
directly employed by or under lease to an employer or who operate a commercial motor
vehicle at the direction of or with the consent of an employer.
The following is a list of positions which are required to perform safety-sensitive functions
requiring a Class A or B driver's license:
Community Development Department Utilities Department
Equipment Mechanic Supervisor Apprentice Line Mechanic
Equipment Mechanic Electric Crew Supervisor
Facilities Maintenance Supervisor Electric Distribution Supervisor
Facilities Maintenance Worker I, II, Ill Line Mechanic
Street Maintenance Supervisor Line Mechanic Helper
Street Maintenance Crew Supervisor Water Utility Crew Supervisor
Street Maintenance Worker I, II, Ill Water Utility Equipment Operator
Water Utility Maintenance Mechanic
Community Services Department Water Utility Operator Supervisor
Senior Tree Trimmer Water Utility Supervisor
Tree Trimmer Water Utility Worker I and II
Park Maintenance Crew Supervisor Welder
Park Maintenance Supervisor
Park Maintenance Worker I, II, III
Individuals whose positions do not require a Commercial Driver's License, but who may be called upon to
perform safety sensitive functions will be excluded from the random drug screen provisions of this policy until
they are called upon to perform safety sensitive functions. Once called upon, they shall be included in the
random pool, until the end of the calendar year. Supervisors will notify Human Resources of individuals who
meet the criteria.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
5. PROHIBITED SUBSTANCES
a. Controlled Substances(49 CFR 40.21. 653.31)
As required by t he FTA and FHWA: marijuana, amphetamines, opiates, phencyclidine,
and
cocaine.
b. Alcohol(49 CFR 382.107.654.23)
Alcohol or substances including any medication such that alcohol is present in the body
while performing safety sensitive functions.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
6. PROHIBITED CONDUCT
Pursuant to the City of Azusa Rules of the Civil Service System, disciplinary action, up to and
including termination, may be taken against an employee for failure to comply with this policy.
a. Use of Controlled Substances(49 CFR 382.213,653.35)
No employee shall engage in the use of controlled substances on City premises, in transit
vehicles, in uniform, or while on City business except if the use is pursuant to the
instructions of a physician who has advised the employee that the substance does not
adversely affect the employee's ability to safely perform safety-sensitive functions.
b. Use of Prescribed and Over-the-Counter Medication (49 CFR 382.213)
No employee shall fail to report the use of prescription or over the counter medication to
a supervisor if the employee's physician advises the employee, or the medication
instructions indicate that, driving abilities may be impaired.
c. Alcohol Use
No employee should report for duty or remain on duty requiring performance of
safety-sensitive functions when his/her ability to perform assigned functions is
adversely affected by alcohol or when his/her blood alcohol concentration is 0.04
or greater. (49 CFR 382.201; 654.21)
ii. No employee shall use or possess alcohol while on duty(49 CFR 382.204;654.23)
iii. No employee shall have used alcohol within four(4) hours of reporting for duty
(49 CFR 382.207; 654.25).
iv. No employee shall use alcohol during the hours that they are on call for a specified
period or within four(4) hours of performing a safety sensitive function. (49 CFR
654.25). This provision is applicable to FTA-covered employees.
(1) An on call safety sensitive employee shall have the opportunity, when
called to report to duty,to tell his or her supervisor he/she has used alcohol
while on call and within the previous four(4) hours and to indicate whether
he/she is able to perform his/her safety sensitive function. On-call safety
sensitive employees who admit to having used alcohol at the time they are
called to report to work will not be subject to evaluation, rehabilitation and
follow-up testing.
(2) If the employee tells his/her supervisor he/she has used alcohol:
(a) and the employee indicates he/she believes he/she is incapable
of performing his/her safety sensitive function the employee will be
excused from performing the safety sensitive function until four(4)
hours from the last use of alcohol. The employee will be in a non-
pay status during that period of non-availability.
(b) and the employee indicates he/she is capable of performing a
safety sensitive function, he/she shall submit to an alcohol test
upon report for duty and shall be permitted to perform a safety
sensitive function if his/her breath alcohol concentration measures
less than 0.02%.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
(c) If the employee tests between 0.02%and 0.039% on a confirmed
BAT, he/she shall not be permitted to resume safety sensitive
duties until retested with an alcohol concentration of less than
0.02% or until a minimum of eight(8) hours have elapsed. The
employee shall be in a non-pay status for the eight(8)-hour period
of non-availability.
(d) If the breath alcohol test is 0.04%, or more, on a confirmed test,
the employee is subject to disciplinary action for violation of
prohibited behavior.
(3) If the employee does not admit to alcohol use and he/she exhibits signs
of alcohol misuse, he/she may be subject to reasonable cause testing.
v. FHWA covered employees: No employee shall consume alcohol during the
eight(8) hours immediately following an accident or until the employee undergoes
a post-accident alcohol test, whichever occurs first. (49 CFR 382.209)
FTA covered employees: No employee shall consume alcohol during eight(8)
hours immediately following an accident unless the covered employee has been
informed that his or her actions have been discounted as a contributing factor to the
accident, or until the employee undergoes a post-accident alcohol test, whichever
occurs first. (49 CFR 654.27)
d. Refuse to Submit to Testing (49 CFR 382.211; 653.7,654.29, 654.7)
No employee shall refuse to submit to any alcohol or controlled substances test required
by this Policy. An employee who refuses to submit to a required drug/alcohol test will be
treated in the same manner as an employee who tests 0.04 or greater on an alcohol test
or tests positive on a controlled substances test. A refusal to submit to an alcohol or
controlled substances test required by this Policy includes, but is not limited to:
A refusal to provide a urine sample for a drug test;
ii. An inability to provide a urine sample for a drug test without a valid medical
explanation;
iii. A refusal to complete and sign the breath alcohol testing form or otherwise to
cooperate with the testing process for alcohol in a way that prevents the completion
of the test;
iv. An inability to provide breath or to provide an adequate amount of breath without
a valid medical explanation for alcohol testing;
v. Providing false information in connection with a test;
vi. Tampering with or attempting to adulterate the urine specimen or collection
procedures;
vii. Not immediately reporting to the collection site as directed by the supervisor or
manager when selected for a random test. (If, however, the driver is performing
a safety-sensitive function at the time of notification, the supervisor or manager
shall instead ensure that the driver ceases to perform the safety-sensitive function
and proceeds to the testing site as soon as possible.)
viii. A driver who is subject to post-accident testing who does not remain readily
available for such testing. (49 CFR 382.303 (c).
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
7. TESTING PROCEDURES FOR CONTROLLED SUBSTANCES AND ALCOHOL
Analytical urine drug testing and breath testing for alcohol shall be conducted when circumstances
warrant or as required by Federal Regulations.
Testing shall be conducted in a manner to assure a high degree of accuracy and reliability as well
as privacy and confidentiality and using technique, equipment, and laboratory facilities which have
been approved by the U.S. Department of Health and Human Services (DHHS). All testing will be
conducted consistent with the procedures put forth in 49 CFR Part 40.
a. Drug Testing Procedures
Employees to be tested will provide urine samples at the facility which the City has
designated to provide Medical Review Officer (MRO) services and which meets the
standards established by Rule 49 CFR Part 40. The analysis will be performed at the
laboratory utilized by the MRO, which shall be certified and monitored by the Department
of Health and Human Services.
Specimens will be subdivided into two bottles labeled as a"primary"and a"split"specimen.
The primary specimen shall be opened and used for the urinalysis. The split specimen
bottle remains sealed and stored at the laboratory. If the analysis of the primary specimen
confirms the presence of illegal, controlled confirmation test will be performed using gas
chromatography/mass spectrometry analysis.
b. Alcohol Testing
Tests for alcohol concentration will be conducted utilizing a National Highway Traffic Safety
Administration (NHTSA)-approved evidential breath testing device (EBT) operated by a
trained breath alcohol technician(BAT). If the initial test indicates an alcohol concentration
of 0.02 or greater, a second test will be performed to confirm the results of the initial test.
A reading of less than 0.02 is considered to be negative.
c. Reporting of Results
All drug and alcohol test results will be reviewed and interpreted by the MRO before they
are reported to the employee and then to the Human Resources Office.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
8. TEST POINTS
The following five test points require drug/alcohol testing:
a. Pre-Employment Testing (49 CFR 382.301.653.41)
Applicants for classifications which are covered by the DOT regulations will be required to
submit to pre-employment drug and alcohol testing pursuant to City policy after the
selection process has been completed and the applicant has been offered the position.
Employees recommended for promotions to safety-sensitive positions and employees who
transfer from classifications which are not covered to classifications which are covered will
be required to submit to pre-employment drug and alcohol testing when the promotion or
transfer is offered. Receipt by the City of satisfactory test results is required prior to
appointment,and failure of a drug or alcohol test will disqualify an applicant for employment
to the position sought.
b. Reasonable Suspicion Testing -49 CFR 382.307: 653.43.654.37)
i. Referring Authority Responsibilities
A reasonable suspicion referral for testing will be made by a supervisor who has
received at least 60 minutes of training on alcohol misuse and receive at least an
additional 60 minutes of training on controlled substances use and who reasonably
and objectively concludes that an employee may be adversely affected or impaired
in his/her work performance due to substance abuse or misuse. The conclusion
shall be based on specific, contemporaneous, articulable observations concerning
the appearance, behavior, speech or body odors of the driver. The facts shall be
consistent with the short-term effects of substance abuse. If possible, the
supervisor shall request another city official as a witness.
ii. Time parameters for Reasonable Suspicion Testing
The reasonable suspicion alcohol test will be administered within two hours of the
observation. If not, the supervisor must provide written documentation as to why
the test was not promptly conducted. No test may be administered after eight
hours following the observation.
A written record shall be made of the observations leading to a controlled
substance reasonable suspicion test and signed by the supervisor or company
official who made the observations within 24 hours of the observed behavior or
before the results of the controlled substances tests are released whichever is
earlier.
c. Post-Accident Testing
i. FHWA Provision (49 CFR 383.303)
As soon as practicable following an accident involving a commercial motor vehicle,
each surviving driver shall be tested for alcohol and controlled substances as
follows:
(1) Each driver who was performing safety-sensitive functions with respect to
the vehicle, if the accident involved the loss of human life; or
(2) the driver receives a citation under the state or local law for a moving traffic
violation arising from the accident.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
If a post-accident alcohol test is not administered within two hours following the
accident, the supervisor shall document the reasons the test was not promptly
administered. If an alcohol test is not administered within eight hours following the
accident, attempts to administer an alcohol test shall cease.
A controlled substance test shall be administered within 32 hours following the
accident. After 32 hours, attempts to administer a controlled substances test shall
cease. The reasons the test was not promptly administered shall be documented.
ii. FTA Provision (49 CFR 653.45; 654.33)
An accident occurs in the following circumstances:
(1) when an individual dies as a result of an occurrence involving the
vehicle;
(2) When an individual suffers bodily injury as a result of an
occurrence involving the vehicle; or
(3) when a vehicle suffers disabling damage. Disabling damage
means damage to the vehicle which precludes departure from the
scene in its usual manner in daylight after simple repairs.
Post-accident drug and alcohol testing will be conducted on employees following
an accident as described above unless the City determines, using the best
information available at the time of the decision, that the covered employee's
performance could be completely discounted as a contributing factor to the
accident. Not only will the operator of the vehicle be tested, but so will any other
covered employee whose performance may have contributed to the accident, such
as a maintenance person. To test non-operators (e.g. maintenance persons)the
City will determine whether the employee contributed to the accident, using the best
information available at the time of the decision.
If a post-accident alcohol test is not administered within two hours following the
accident, the supervisor shall document the reasons the test was not promptly
administered. If an alcohol test is not administered within eight hours following the
accident, attempts to administer an alcohol test shall cease.
A controlled substance test shall be administered within 32 hours following the
accident. After 32 hours, attempts to administer a controlled substances test shall
cease. The reasons the test was not promptly administered shall be documented.
d. Random Testing(49 CFR 382.305: 653.47.654.35)
Covered employees will be subject to random alcohol and drug testing as follow:
A random alcohol test will be administered just prior the employee performing a
safety-sensitive function (e.g. driving), while the employee is performing a safety-
sensitive function, or just after the employee has stopped performing a safety-
sensitive function.
ii. A random drug test may be performed anytime while the covered employee is at
work.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
iii. The City will subject at least 25% of the total number of covered employees to
random alcohol testing per year. The City will increase or decrease the minimum
annual percentage rate as determined by the Federal Highway Administration and
Federal Transit Authority.
iv. A random drug test will be administered to at least 50% of the total number of
covered employees per year. The City will increase or decrease the minimum
annual percentage rate as determined by the Federal Highway Administration and
Federal Transit Authority.
v. Some employees may be tested more than once in a year, while others are not
tested at all depending on the random selection.
vi. On the date an employee is selected for random drug testing, his/her supervisor will
ensure his/her duties are covered. The employee will receive a written notice
indicating the time he/she is to report to the clinic for testing. The employee will
provide picture ID to the clinic.
If a supervisor is aware of special plans or circumstances of an employee, efforts will be
made so as not to disrupt the individual's plans and/or schedules if the interruptions shall
cause undo hardship.
e. Return to Duty Testing (49 CFR 382.605: 653.49.51: 654.39.41)
A covered employee who has violated any of the prohibitions of this policy must submit to
a return-to-duty-test before he/she may be returned to his/her position. The test result must
indicate an alcohol concentration of less than 0.02 and/or a verified negative result on a
controlled substances test.
The employee will be subject to follow-up unannounced testing which is separate from the
random testing. The number and frequency of such follow-up testing shall be as directed
by the substance abuse professional,and consist of at least six tests in the first 12 months
following the employee's return to duty. Follow-up testing shall not exceed 60 months from
the date of the driver's return to duty. The substance abuse professional may terminate
the requirement for follow-up testing at any time after the first six tests have been
administered if the substance abuse professional determines that such testing is no longer
necessary.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
9. CONSEQUENCES FOR VIOLATION OF POLICY
The following guidelines are set forth for specific violations:
a. Medical Review Officer
When tests results are positive, MRO shall first contact the employee to determine if there
is an alternative medical explanation for the positive test result. If a valid prescription is
provided and the MRO determines that there was a legitimate medical use for the controlled
drug, the test result will be reported to the City as "negative."
Positive results will be reported to the Human Resources Office, who will notify the
department head and immediate supervisor of the results. Results will be maintained in a
confidential medical file in the Human Resources Office.
b. Employee Requested Second Test(49 CFR 40.33)
Any employee who questions the results of a required drug test of this policy may request
that an additional test be conducted. This test must be conducted at a different testing
DHHS certified laboratory. The test must be conducted on the split sample that was
provided at the same time as the original sample. The costs for the second test shall be
paid for by the City. The employee's request for a re-test must be made to the MRO within
72 hours of notice of the initial test result. Requests after 72 hours will only be accepted if
the delay was due to documental facts that were beyond the control of the employee.
c. Employees Testing at Alcohol Levels 0.02 or Greater But Less Than 0.04
i. FHWA Covered Employees(49 CFR 382.505)
No driver tested under the 49 CFR 382 found to have an alcohol concentration of
0.02 or greater but less than 0.04 shall perform or continue to perform safety-
sensitive functions for an employer including driving a commercial motor vehicle,
nor shall an employer permit the driver to perform or continue to perform safety-
sensitive functions, until the start of the driver's next regularly scheduled duty
period, but not less than 24 hours following administrative of the test.
The supervisor shall assign the employee to non-safety-sensitive duties until the
regulatory time period has elapsed.
No employer shall take any action under this part against an employee based solely
on test results showing an alcohol concentation less than 0.04. This does not
prohibit an employer with authority independent of this part from taking any action
otherwise consistent with law.
ii. FTA Covered Employees(49 CFR 654.65)
No employer shall permit a covered employee tested under the provisions of CFR
654 who is found to have an alcohol concentration of 0.02 or greater but less than
0.04 to perform or continue to perform safety-sensitive functions until:
(1) The employee's alcohol concentration measures less than 0.02; or
(2) The start of the employee's next regularly scheduled duty period, but not
less than eight hours following administration of the test.
-13-
CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
The supervisor shall assign the employee to non-safety-sensitive duties until the
regulatory time period has elapsed.
No employer shall take any action under this part against an employee based solely
on test results showing an alcohol concentration less than 0.04. This does not
prohibit an employer with authority independent of this part from taking any action
otherwise consistent with law.
d. Positive Test Results--Random Drug and/or Alcohol (Levels Greater than 0.04)
(49 CFR 382.605.653.35.37.63: 654.61.63.75):
Employment Assessment-Substance Abuse Professional (SAP)
An employee who tests positive will be evaluated by a city-designated SAP, who
will evaluate the employee to determine what assistance, if any, the employee
needs in resolving problems associated with controlled substance abuse or misuse.
Upon recommendation of the SAP, the employee may have the opportunity to
enter a drug and/or alcohol treatment program.
When an employee returns to duty, he/she shall follow the rehabilitation program
prescribed by the SAP, if any, pass return-to duty and alcohol tests, and be
subject to unannounced follow-up tests as prescribed by DOT regulations.
The City will not bear any costs of any treatment or rehabilitation services.
e. Reasonable Suspicion and Incident Based Drug and Alcohol (above 0.04)Testing
(49 CFR 382.501. 503.605; 653.35.37.63: 654.61. 63.75)
An employee tested based upon reasonable suspicion shall be immediately placed on paid
administrative leave pending the results of a drug and alcohol test.
Negative Results: If the test is negative, the employee may be returned to work.
ii. Positive Results: An employee who tests positive will be evaluated by a city-
designated SAP,who will evaluate the employee to determine what assistance, if
any, the employee needs in resolving problems associated with controlled
substance abuse or misuse.
Upon the recommendation of the SAP approval, the employee may have the
opportunity to enter a drug and/or alcohol treatment program
When an employee returns to duty, he/she shall follow the rehabilitation program
prescribed by the SAP, pass return-to-duty drug and alcohol tests and be subject
to unannounced follow-up tests as prescribed by DOT regulations.
The employee may be subject to disciplinary proceedings for incidents which lead
to the test, pursuant to the City of Azusa Rules of the Civil Service System.
-14-
CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
10. RE-ENTRY CONTRACTS
Employees who re-enter the workforce after rehabilitation treatment(or after a positive test when
the SAP determines that rehabilitation is not required) must agree to a re-entry contract. That
contract shall be limited to the following:
a. A release to work statement from a City-approved SAP.
b. A negative test for drugs and/or alcohol upon re-entry.
c. An agreement to unannounced follow-up testing.
d. Compliance with the terms of the City of Azusa D.O.T. Compliance Alcohol and Drug
Testing Policy and Drug Free Workplace Act.
e. An agreement to follow specified after care requirements if required by SAP.
March 7, 1997 -15-
CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
11. TRAINING(49 CFR 382.603: 653.29)
Supervisors will attend at least one hour of training on alcohol misuse and at least one hour of
training on controlled substances use. The training will cover the physical, behavioral, speech, and
performance indicators of probable alcohol misuse and use of controlled substances.
Covered employees will attend at least one hour of training on the affects of the misuse of alcohol
and drug abuse.
-16-
CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
12. EMPLOYEE RESPONSIBILITY
a. Not use alcohol or controlled drugs during working hours, rest periods, or at any time while
on City property or while on duty;
b. Not report to work with the presence of alcohol or controlled drugs in his/her system at the
levels established by the Department of Transportation;
c. Be able to perform his/her job duties without impairment due to the use of alcohol or a
controlled substance when on duty or subject to duty;
d. Notify his/her supervisor if taking medication that may impair his/her ability to effectively
perform the duties of the position or operate City equipment;
e. Provide proof to the Medical Review Officer of a current valid prescription for any controlled
substances identified in a positive drug test;
f. Not alter or switch samples for testing pursuant to this policy;
g. Comply with all of the provisions of this policy.
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CITY OF AZUSA D.O.T. COMPLIANCE ALCOHOL AND DRUG TESTING POLICY (cont.)
13. SYSTEM CONTACT
Any questions regarding this policy or any other aspect of the drug-free and alcohol-free program
may be directed to the Human Resources Office, your supervisor, division head, or department
head.
-18-
ALCOHOL FACT SHEET
Alcohol is a socially acceptable drug that has been consumed throughout the world for centuries. It is considered a
recreational beverage when consumed in moderation for enjoyment and relaxation during social gatherings. However,
when consumed primarily for its physical and mood-altering effects, it is a substance of abuse. As a depressant, it slows
down physical responses and progressively impairs mental functions.
Signs and Symptoms of Use
• Dulled mental processes
• Lack of coordination
• Odor of alcohol on breath
• Possible constricted pupils
• Sleepy or stuporous condition
• Slowed reaction rate
• Slurred speech
• Poor hygiene
• Alienation of other people
�► Physical deterioration/organ disease
• Reliance on alcohol to"solve" problems
(Note: Except for the odor, these are general signs and symptoms of any depressant substance.)
Health Effects
The chronic consumption of alcohol(average of three servings per day of beer[12 ounces], whiskey [1 ounce], or wine[6
ounce glass]) over time may result in the following health hazards:
• Decreased sexual functioning
• Dependency (up to 10 percent of all people who drink alcohol become physically and/or mentally dependent
on alcohol)
• Fatal liver disease
• Increased cancers of the mouth, tongue, pharynx, esophagus, rectum, breast, and malignant melanoma
• Kidney disease
• Pancreatitis
• Spontaneous abortion and neonatal mortality
• Ulcers
• Birth defects (up to 54 percent of all birth defects are alcohol related).
Social Issues
• Two-thirds of all homicides are committed by people who drink prior to the crime.
• Two to three percent of the driving population is legally drunk at any one time. This rate is doubled at night
and on weekends.
• Two-thirds of all Americans will be involved in an alcohol-related vehicle accident during their lifetimes.
• The rate of separation and divorce in families with alcohol dependency problems is 7 times the average.
1
• Forty percent of family court cases are alcohol problem related.
• Alcoholics are 15 times more likely to commit suicide that are other segments of the population.
• More than 60 percent of burns,40 percent of falls, 69 percent of boating accidents, and 76 percent of private
aircraft accidents are alcohol related.
The Annual Toll
• 24,000 people will die on the highway due to the legally impaired driver.
• 12,000 more will die on the highway due to the alcohol-affected driver.
• 15,800 will die in non-highway accidents.
• 30,000 will die due to alcohol-caused liver disease.
• 10,000 will die due to alcohol-induced brain disease or suicide.
• Up to another 125,000 will die due to alcohol-related conditions or accidents.
Workplace Issues
It takes one hour for the average person (150 pounds)to process one serving of an alcoholic beverage from
the body.
• Impairment in coordination and judgment can be objectively measured with as little as two drinks in the body.
• A person who is legally intoxicated is 6 times more likely to have an accident than a sober person.
2
AMPHETAMINE FACT SHEET
Amphetamines are central nervous system stimulants that speed up the mind and body. The physical sense of energy at
lower doses and the mental exhilaration at higher doses are the reasons for their abuse. Although widely prescribed at
one time for weight reduction and mood elevation, the legal use of amphetamines is now limited to a very narrow range
of medical conditions. Most amphetamines that are abused are illegally manufactured in foreign countries and smuggled
into the U.S. or clandestinely manufactured in crude laboratories.
Description
• Amphetamine is sold in counterfeit capsules or as white,flat, double-scored"mini-bennies." It is usually taken
by mouth.
• Methamphetamine is often sold as a creamy white and granular powder or in lumps and is packaged in
aluminum foil wraps or sealable plastic bags. Methamphetamine may be taken orally, injected, or snorted into
the nose.
• Trade/street names include Biphetamine, Decobese, Desotyn, Detedrine, Chetrol, Ritalin, Speed, Meth,
Crank, Crystal, Monster, Black Beauties, and Rits.
Signs and Symptoms of Use
• Hyperexcitability, restlessness
• Dilated pupils
• Increased heart rate and blood pressure
• Heart palpitations and irregular beats
• Profuse sweating
• Rapid respiration
• Confusion
• Panic
• Talkativeness
• Inability to concentrate
• Heightened aggressive behavior.
Health Effects
• Regular use produces strong psychological dependence and increasing tolerance to drug.
• High doses may cause toxic psychosis resembling schizophrenia.
• Intoxication may induce a heart attack or stroke due to spiking of blood pressure.
• Chronic use may cause heart and brain damage due to severe constriction of capillary blood vessels.
• The euphoric stimulation increases impulsive and risk-taking behaviors, including bizarre and violent acts.
• Withdrawal from the drug may result in severe physical and mental depression.
Workplace Issues
• Since amphetamines alleviate the sensation of fatigue, they may be abused to increase alertness because
of unusual overtime demands or failure to get rest.
• Low-dose amphetamine use will cause a short-term improvement in mental and physical functioning. With
greater use or increasing fatigue, the effect reverses and has an impairing effect. Hangover effect is
characterized by physical fatigue and depression,which may make operation of equipment or vehicles dangerous.
COCAINE FACT SHEET
3
Cocaine is used medically as a local anesthetic. It is abused as a powerful physical and mental stimulant. The entire
central nervous system is energized. Muscles are more tense, the heart beats faster and stronger, and the body burns
more energy. The brain experiences an exhilaration caused by a large release of neurohormones associated with mood
elevation.
Description
-0 The source of cocaine is the coca bush, grown almost exclusively in the mountainous regions of northern
South America.
• Cocaine Hydrochloride-"snorting coke" is a white to creamy granular or lumpy powder that is chopped into
a fine powder before use. It is snorted into the nose, rubbed on the gums, or injected in veins. The effect is
felt within minutes and lasts 40 to 50 minutes per"line" (about 60 to 90 milligrams). Common paraphernalia
include a single-edged razor blade and a small mirror or piece of smooth metal, a half straw or metal tube,
and a small screw cap vial or folded paper packet containing the cocaine.
• Cocaine Base; a small crystalline rock about the size of a small pebble. It boils at a low temperature, is not
soluble in water, and is up to 90 percent pure. It is heated in a glass pipe and the vapor is inhaled. The effect
is felt with seven seconds. Common paraphernalia includes a"crack pipe" (a small glass smoking device for
vaporizing the crack crystal) and a lighter, alcohol lamp, or small butane torch for heating.
• Trade/street names include Coke, Rock, Crack, Free Base, Flack, Snow, Smoke, and Blow.
Signs and Symptoms of Use
• Financial problems
• Frequent and extended absences from meetings or work assignment
• Increased physical activity and fatigue
• Isolation and withdrawal from friends and normal activities
• Secretive behaviors, frequent nonbusiness visitors, delivered packages, phone calls
• unusual defensiveness, anxiety, agitation
• Wide mood swings
• Runny or irritated
• Difficulty in concentration
• Dilated pupils and visual impairment
• Restlessness
• Formication (sensation of bugs crawling on skin)
• High blood pressure, heart palpitations, and irregular rhythm
• Hallucinations
• Hyperexcitability and overreaction to stimulus
• Insomnia
• Paranoia and hallucinations
• Profuse sweating and dry mouth
• Talkativeness
• Appearance of tremendous energy
• Often works long, but unproductive hours
• Self assured, cocky,jittery
• Easily distracted
• Aggressive, demanding
• Mood sings (from overly happy to excessive irritability and deep depression)
• As drug effect subsides, sleepy and tired
• Dependence upon cocaine's desired effect
• Crack is highly addictive
Health Effects
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• Research suggest that regular cocaine use may upset the chemical balance of the brain. As a result, it may
speed up the aging process by causing irreparable damage to critical nerve cells. The onset of nervous
system illnesses such as Parkinson's disease could also occur.
• Cocaine use causes the heart to beat faster and harder and rapidly increases blood pressure. In addition,
cocaine causes spasms of blood vessels in the brain and heart. Both effects lead to ruptured vessels causing
strokes or heart attacks.
• Strong psychological dependency can occur with one"hit"or crack. Usually, mental dependency occurs within
days(crack)or within several months(snorting coke). Cocaine causes the strongest mental dependency of
any known drug.
• Treatment success rates are lower than for other chemical dependencies.
• Cocaine is extremely dangerous when taken with depressant drugs. Death due to overdose is rapid. The
fatal effects of an overdose are not usually reversible by medical intervention. The number of cocaine
overdose deaths has tripled in the last four years.
• Cocaine overdoes was the second most common drug emergency in 1986- up from 11th place in 1980.
• Paranoid thinking; blames others
• Weight loss (often severe)
• Psychosis
• Cardiac arrest; seizures
• Anxiety; suicidal depression
• Possible brain damage
• Associated dangers of IV use
Workplace Issues
• Extreme mood and energy swings create instability. Sudden noises can cause a violent reaction.
• Lapses in attention and ignoring warning signals greatly increase the potential for accidents.
• The high cost of cocaine frequently leads to workplace theft and/or dealing. (Illegal activity)
• A developing paranoia and withdrawal create unpredictable and sometimes violent behavior.
• Work performance is characterized by forgetfulness, absenteeism, tardiness, and missed assignments.
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MARIJUANA FACT SHEET
Marijuana is one of the most misunderstood and underestimated drugs of abuse. People use marijuana for the mildly
tranquilizing and mood -and perception -altering effects it produces.
Description
• Usually sold in plastic sandwich bags, leaf marijuana will range in color from green to light tan. The leaves
are usually dry and broken into small pieces. The seeds are oval with one slightly pointed end. Less
prevalent, hashish is a compressed, sometimes tar like substance ranging in color from pale yellow to black.
It is usually sold in small chunks wrapped in aluminum foil. It may also be sold in an oily liquid.
• Marijuana has a distinctly pungent aroma resembling a combination of sweet alfalfa and incense.
• Cigarette papers, roach clip holders, and small pipes made of bone, brass, or glass are commonly found.
Smoking"bongs"(large bore pipes for inhaling large volumes of smoke) can easily be made from soft drink
cans and toilet paper rolls.
• Trade/street names include Marinol, THC, Pot, Grass, Joint, Reefer, Acapulco Gold, Sinsemilla, Thai Sticks,
Hash, and Hash Oil.
Signs and Symptoms of Use
• Reddened eyes (often masked by eye drops)
• Slowed speech
• Distinctive odor on clothing
• Lackadaisical"I don't care" attitude
• Chronic fatigue and lack of motivation
• Irritating cough, chronic sore throat.
Health Effects
General
I. When marijuana is smoked, it is irritating to the lungs. Chronic smoking causes emphysema-like conditions.
• One joint causes the heart to race and be overworked. People with undiagnosed heart conditions are at risk.
• Marijuana is commonly contaminated with the fungus Aspergillus, which can cause serious respiratory tract
and sinus infections.
• Marijuana smoking lowers the body's immune system response, making users more susceptible to infection.
The U.S. government is actively researching a possible connection between marijuana smoking and the
activation of AIDS in positive human immunodeficiency virus(HIV) carriers.
Pregnancy Problems and Birth Defects
• The active chemical,tetrahydrocannabinol (THC), and 60 other related chemicals in marijuana concentration
in the ovaries and testes.
• Chronic smoking of marijuana in males causes a decrease in sex hormone, testosterone, and an increase
in estrogen,the female sex hormone. The result is a decrease in sperm count, which can lead to temporary
sterility. Occasionally,the onset of female sex characteristics including breast development occurs in heavy
users.
• Chronic smoking of marijuana in females causes a decrease in fertility and an increase in testosterone.
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• Pregnant women who are chronic marijuana smokers have a higher than normal incidence of stillborn births,
early termination of pregnancy, and higher infant mortality rate during the first few days of life.
• In test animals, THC causes birth defects, including malformations of the brain, spinal cord, forelimbs, and
liver and water on the brain and spine.
• Offspring of test animals who were exposed to marijuana have fewer chromosomes than normal, causing
gross birth defects or death of the fetus. Pediatricians and surgeons are concluding that the use of marijuana
by either or both parents, especially during pregnancy leads to specific birth defects of the infant's feet and
hands.
• One of the most common effects of prenatal cannabinoid exposure is underweight newborn babies.
• Fetal exposure may decrease visual functioning and causes other ophthalmic problems.
Mental Function
Regular use can cause the following effects:
• Delayed decision-making
• Diminished concentration
• Impaired short-term memory, interfering with learning
• Slowed movements and reaction time
• Appearance of day dreaming or preoccupation
• Slowed speech and movement
• Poor judgement
• Poor problem solving ability
• "Wide-eye" (dilated pupils)
• Impaired signal detection (ability to detect a brief flash of light), a risk for users who are operating machinery
• Impaired tracking (the ability to follow amoving object with the eyes) and visual distance measurements
• Erratic cognitive function
• Distortions in time estimation
• Long-term negative effects of mental function known as"acute brain syndrome,"which is characterized by
disorders in memory, cognitive function, sleep patterns, and physical condition.
Acute Effects
• Aggressive urges
' Anxiety
• Confusion
• Fearfulness
• Hallucinations
• Heavy sedation
• Immobility
• Mental dependency
• Panic
• Paranoid reaction
• Significant, long term memory deficit
• Dependence upon drug's desired effect
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• Drug sometimes mixed with other harmful drugs
• Unpleasant distortions in body image
Workplace Issues
• The active chemical,THC, stores in body fat and slowly releases over time. Marijuana smoking has a long-
term effect on performance.
• A 500 to 800 percent increase in THC concentration in the past several years makes smoking three to five
joints a week today equivalent to 15 to 40 joints a week in 1978.
• Combining alcohol or other depressant drugs and marijuana can produce a multiplied effect, increasing the
impairing effect of both the depressant and marijuana.
• Involvement in criminal activity
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OPIATES (NARCOTICS) FACT SHEET
Opiates(also called narcotics)are drugs that alleviate pain,depress body functions and reactions, and,when taken in large
doses, cause a strong euphoric feeling.
Description
Natural and natural derivatives-opium, morphine, codeine, and heroin
• Synthetics-meperidine (Demerol), oxymorphone(Numorphan), and oxycodone(Percodan)
• May be taken in pill form, smoked, or injected, depending upon the type of narcotic used.
•► Trade/street names include Smack, Horse, Emma, Big D, Dollies, Juice, Syrup, and China White.
Signs and Symptoms of Use
• Mood changes
• Impaired mental functioning and alertness
• Constricted pupils
• Depression and apathy
• Impaired coordination
• Physical fatigue and drowsiness
• Nausea, vomiting, and constipation
• Impaired respiration
• Lethargic
• Not moving at all
• Appearance of daydreaming
• Vacant stare
• Silly grin
• "Pin-point" pupils
• Needle tracks
• Lowered body temperature
• Decrease pulse rate
• Associated danger of IV use
• Overdose common
• Highly addictive
Health Effects
IV needle users have a high risk for contracting hepatitis and AIDS due to the sharing of needles.
• Narcotics increase pain tolerance. As a result, people could more severely injure themselves or fail to seek
medical attention after an accident due to the lack of pain sensitivity.
• Narcotics'effects are multiplied when used in combination with other depressant drugs and alcohol, causing
increased risk for an overdose.
Social Issues
• There are over 500,000 heroin addicts int he U.S., most of whom are IV needle users.
• An even greater number of medicinal narcotic-dependent persons obtain their narcotics through prescriptions.
• Because of tolerance, there is an ever-increasing need for more narcotic to produce the same effect.
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• Strong mental and physical dependency occurs.
• The combination of tolerance and dependency creates an increasing financial burden for the user. Costs for
heroin can reach hundreds of dollars a day.
Workplace Issues
• Unwanted side effects such as nausea, vomiting, dizziness, mental clouding, and drowsiness place the
legitimate user and abuser at higher risk for an accident.
• Narcotics have a legitimate medical use in alleviating pain. Workplace use may cause impairment of physical
and mental functions.
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PHENCYCLIDINE(PCP) FACT SHEET
Phencyclidine(PCP)was originally developed as an anesthetic, but the adverse side effects prevented its use except as
a large animal tranquilizer. Phencyclidine acts as both a depressant and a hallucinogen, and sometimes as a stimulant.
It is abused primarily for its variety of mood-altering effects. Low doses produce sedation and euphoric mood changes.
The can change rapidly from sedation to excitation and agitation. Larger doses may produce a coma-like condition which
muscle rigidity and blank stare with the eyelids half closed. Sudden noises or physical shocks may cause a"freak out" in
which the person has abnormal strength, extremely violent behavior, an inability to speak or comprehend communication.
Description
i+ PCP is sold as a creamy, granular powder and is often packaged in one-inch square aluminum foil or folded
paper"packets."
• It may be mixed with marijuana or tobacco and smoked. It is sometimes combined with prpocaine, a local
anesthetic, and sold as imitaition cocaine.
• Trade/street names include Angel Dust, Dust, and Hog.
Signs and Symptoms of Use
• Impaired coordination
r Severe confusion and agitation
• Extreme mood shifts
• Muscle rigidity
• Nystagmus (jerky eye movements)
• Dilated pupils
• Profuse sweating
• Rapid heartbeat
• Dizziness
Health Effects
• The potential for accidents and overdose emergencies is high due to the extreme mental effects combined
with anesthetic effect on the body.
• PCP is potentiated by other depressant drugs, including alcohol, increasing the likelihood of an overdose
reaction.
• Misdiagnosing the hallucinations as LSD induced,and then treating with Thorazine,can cause a fatal reaction.
• Use can cause irreversible memory loss, personality changes, and thought disorders.
• There are four phases to PCP abuse. The first phase is acute toxicity. It can last up to three days and can
include combativeness, catatonia, convulsions, and coma. Distortions of size, shape and distance perception
are common. The second phase, which does not always follow the first, is a toxic psychosis. Users may
experience visual and auditory delusions, paranoia, and agitation. The third phase is a drug-induced
schizophrenia that may last a month or longer. The fourth phase is PCP - induced depression. Suicidal
tendencies and mental dysfunction can last for months.
Workplace Issues
• PCP abuse is less common today than in recent years. It is also not generally used in a workplace setting
because of the severe disorientation that occurs.
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The City of Azusa (City) and the International Brotherhood of Electrical Workers Local 18 (Union)
acknowledge that the City and the Union have concluded the meet-and-confer process with regard
to the Department of Transportation Alcohol and Drug Testing Policy. The Policy is hereby
executed by the authorized representatives of the City and the Union as listed below.
FOR THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL 18:
BY: DATE: . 23 9'2
/
Brian D'Arcy, Business Manager
BY: A acs4- h rLI--- DATE: .--(-' 2 / - 9
Garthy L. Dent, it Chair
FOR THE CITY OF AZUSA:
BY: ���� DATE: --2 7
Hen Gar la, City Admini at r
BY: _ p CI DATE: S/2-7 / q 7
KPihlak, Police Captain
BY: 1�o WC�QCI c(2____
DATE: 5 - , % -4`)
Dottie Wallace, Human Resources Manager/Personnel Officer
Drugs\dotpolcy\signatu
The City of Azusa (City) and the Azusa City Employees'Association (Association) acknowledge
that the City and the Association have concluded the meet-and-confer process with regard to the
Department of Transportation Alcohol and Drug Testing Policy. The Policy is hereby executed by
the authorized representatives of the City and the Association as listed below.
FOR THE AZUSA CITY EMPLOYEE'S ASSOCIATION:
BY. 7yDATE: 6- -,2i-g7
Linda asquez, President
Q
BY: _ .._ DATE: `>-Z I -
Lance Miller, ormer President
FOR THE ITY OF AZUSA:
C.----2 --)411-
BY: .���� �'. DATE: Z
H-�ryy G rcia, City Admi ' trator
BY: / Gt/l,Pn✓i I DATE: 5—I1-g 61
Ka =• •ihlak, Police Captain WcLOfttBY: b i Q eQ,_ DATE: 5 ` 97
Dottie Wallace, Human Resources Manager/Personnel Officer
Drugs\dotpolcy\signatu