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Insurance coverage for treatment will be provided to the extent of the individual's elected medical <br /> coverage. <br /> Employees are encouraged to contact the Human Resources Department for help in understanding <br /> benefits and leave policies when participating in the EAP. Any decision to seek voluntary help through <br /> the EAP or other resource will not interfere with an employee's continued employment. Employees who <br /> voluntarily come forward and ask for assistance to deal with a drug and/or alcohol problem shall not be <br /> disciplined by the City. Policies and procedures related to the confidentiality of personal medical <br /> information will be maintained at all times. <br /> Section 5 Employee Testing <br /> Unless otherwise required by law,or as required by sections 12 or 15 of this article,employees shall not <br /> be subject to random urine testing or blood testing or other similar or related tests for the purpose of <br /> discovering possible drug or alcohol abuse. <br /> 5.1 Reasonable Suspicion Testing <br /> If the City has reasonable suspicion to believe an employee's work performance is impaired due to drug or <br /> alcohol use,the City may require the employee to undergo a drug and/or alcohol test consistent with the <br /> conditions set forth in this article. <br /> Reasonable suspicion for the purposes of this article is defined as follows:the City's determination that <br /> reasonable suspicion exists shall be based on specific,articulated observations concerning the appearance, <br /> behavior,speech or body odors of an employee and shall include,as a minimum,a written report <br /> documenting objective,measurable changes in an employee's work performance due to unauthorized drug <br /> or alcohol use by two(2)observers who have had an adequate opportunity to observe these changes. Any <br /> member who refuses to comply with this article shall be removed from duty immediately and may be <br /> subject to disciplinary action. <br /> 5.2 Post-Incident/Accident Testing <br /> Employees will be required to undergo urine and breath testing if they are involved in an <br /> incident/accident with a City vehicle that results in a fatality or bodily injuries requiring transport for <br /> medical treatment. <br /> Following an incident/accident,the employee will be tested as soon as possible,but not to exceed 8 hours <br /> from the time of the accident for alcohol testing and 32 hours from the time of the accident for drug <br /> testing. <br /> Nothing in this section shall be construed to require the delay of necessary medical attention for the <br /> injured employee following an accident or to prohibit an employee from leaving the scene of an accident <br /> for the period necessary to obtain assistance in responding to the accident or to obtain necessary <br /> emergency medical care. <br /> 5.3 Positive Test Results <br /> All positive test results shall be reviewed by a Medical Review Officer(MRO)who shall be a licensed <br /> physician with knowledge of substance abuse disorders. The MRO shall review and interpret confirmed <br /> positive urine test results from the laboratory and shall examine alternative medical explanations for such <br /> positive tests. Prior to the MRO's final decision to verify positive urine drug test results,the employee <br /> 53 <br />