Everett Firefighters Local No. 46 12/16/2022

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