Substance Abuse Survey
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?
Pre-appointment
Random
Reasonable Suspicion
Yes No
5
4
9
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?
Yes No
9
1
If yes, please explain:
City
Alcoa
Bartlett
Cleveland
Columbia
Franklin
Gallatin
Johnson City
Metro Nashville
Water Services
Explanation
Use of EAP of counseling. We have a 2 strike rule, but 1 offense could be
terminating depending on severity.
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
Mandatory, EAP and rehab if recommended plus subject to additional
randoms for two years. Zero tolerance if positive again.
Any employee who tests positive for drugs is given ONE chance for
rehabilitation. After that, if they test positive again, they are terminated.
Subject to immediate removal from job and disciplinary action up to and
including termination.
Continued employment contractual agreement. Agreement must be
followed for remainder of employment.
30 days suspension and demotion (demotion usually for 6 months but
could be a year) and a return to work agreement signed.
1
Pre-appointment:
City
1st Offense
Bartlett
Cleveland
Columbia
Gallatin
Removal from employment
Denied employment.
Do not hire.
We test at pre-employment. Failure to pass prohibits
employment. We do not test current employees who later seek
to obtain their CDL.
Employee must successfully undergo rehab treatment.
Job offer refused.
Not accepted for employment.
Jackson
Johnson City
Metro Nashville
Water Services
2nd
Offense
N/A
Terminate.
Random:
City
Bartlett
Brentwood
Cleveland
Columbia
Gallatin
Gatlinburg
1st Offense
See steps #1-4 above.
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.
Immediately removed from duty until evaluated
by a SAP, complied with recommended rehab,
and has a negative result on return-to-duty testing.
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.
Subject to immediate removal from job and
disciplinary action up to and including
termination.
One chance to attend EAP for drug counseling/inpatient 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
2
2nd Offense
Termination.
Has never happened, but I
don’t believe we would
keep someone around who
tested positive a second
time.
Termination.
Termination.
Usually discharged.
Jackson
Johnson City
Metro
Nashville
Water
Services
termination.
Employee must successfully undergo rehab
treatment.
Contractual agreement and mandatory referral to
sap with successful completion of program and
comply with contract.
30 days suspension and demotion (demotion
usually for 6 months but could be a year) and a
return to work agreement signed.
Terminate.
Discharge.
Termination.
Reasonable Suspicion:
City
Bartlett
Brentwood
Cleveland
Columbia
Gallatin
Gatlinburg
Jackson
Johnson City
Metro
Nashville
Water Services
1st Offense
See steps #1-4 above.
Has never happened.
Immediately removed from duty until evaluated by a SAP,
complied with recommended rehab, and has a negative result
on return-to-duty testing
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.
Subject to immediate removal from job and disciplinary action
up to and including termination.
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.
Employee must successfully undergo rehab treatment.
Contractual agreement and mandatory referral to sap with
successful completion of program and comply with contract.
Not accepted for employment.
2nd Offense
Termination.
Termination.
Termination.
Usually
discharged.
Terminate.
Discharge.
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)
3
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?
Yes No
3
1
If yes, please explain:
City
Alcoa
Columbia
Franklin
Gallatin
Jackson
Metro Nashville
Water Services
Explanation
Use of EAP of counseling. We have a 2 strike rule, but 1 offense could be
terminating depending on severity.
Treated the same as CDL holders.
Any employee who tests positive for drugs is given ONE chance for
rehabilitation. After that, if they test positive again, they are terminated.
Subject to immediate removal from job and disciplinary action up to and
including termination.
Same policy as above.
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
Gallatin
Denied employment.
We test at pre-employment. Failure to pass prohibits
employment. We do not test current employees who later are
4
Johnson City
Metro Nashville
Water Services
promoted into safety-sensitive jobs.
Job offer refused.
Not accepted for employment.
Random:
City
Brentwood
Cleveland
Gallatin
Johnson City
Metro
Nashville
Water
Services
1st Offense
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.
Immediately removed from duty until evaluated
by a SAP, complied with recommended rehab, and
has a negative result on return-to-duty testing
Subject to immediate removal from job and
disciplinary action up to and including
termination.
Contractual agreement and mandatory referral to
sap with successful completion of program and
comply with contract.
30 days suspension and demotion (demotion
usually for 6 months but could be a year) and a
return to work agreement signed.
2nd Offense
Not specifically spelled out
in our policy, but my
feeling is that any second
offense would be no
tolerance.
Termination.
Usually discharged.
Discharge.
Termination.
Reasonable Suspicion:
City
Brentwood
Cleveland
Gallatin
1st Offense
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.
Immediately removed from duty until evaluated by a SAP,
complied with recommended rehab, and has a negative result
on return-to-duty testing
Subject to immediate removal from job and disciplinary action
up to and including termination.
5
2nd Offense
Termination.
Usually
discharged.
Johnson City
Metro
Nashville
Water Services
Contractual agreement and mandatory referral to sap with
successful completion of program and comply with contract.
30 days suspension and demotion (demotion usually for 6
months but could be a year) and a return to work agreement
signed.
THANK YOU FOR YOUR PARTICIPATION IN THIS SURVEY.
Please return the completed survey to:
Richard L. Stokes
Municipal HR Consultant
The University of TN – MTAS
615/532-4963 (fax)
or via e-mail to:
Richard.Stokes@tennessee.edu
6
Discharge.
Termination.