1994 AGN AUG 16 I06 - Laserfiche WebLink

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CITY OF COLTON of U,aporporat,, AGENDA REPORT * "—` 1887 a f o'� For Council Meeting of August 16, 1994 TO: HONORABLE MAYOR AND CITY COUNCIL DATE: August 8, 1994 FROM: Gracie Fernandez Harmon Personnel Director SUBJECT: APPROVAL OF PRE-EMPLOYMENT ALCOHOL AND DRUG SCREENING POLICY BACKGROUND According to the National Institute on Drug Abuse (NIDA) the impact of substance (alcohol and drug) abuse in the workplace now exceeds $160 billion and is rising. These figures relate to lost productivity, absenteeism, turnover costs, increased utilization of health benefits, accidents and losses stemming from impaired judgment. Not included in these cost estimates is the dollar -value attributed to the personal pain and suffering of peers and family of the impaired employee. In addition to lost productivity, other related losses are incurred through loss of trained personnel, theft, prevention, treatment and deterrence programs, not to mention losing credibility with and confidence of the community. Substance abusing employees are 2.5 times more likely to have absences of 8 days or more; 3.6 times more apt to injure themselves or another person on the job; and 5 times more likely to be involved in an accident off the job. In addition, they incur 300% higher medical costs and benefits, and they are 1/3 less productive. The City has taken a strong stand in drug enforcement and eradication of drugs and drug related problems in the Community. It is equally important that we send a message that substance abuse is not tolerated in our work force. National statistics indicate that 23 % of the work force in the United States is using drugs on the job. I propose that the City adopt the following Pre -Employment Alcohol and Drug Screening Policy. The policy illustrates the screening process which will be implemented as part of the pre-employment medical examination. The screen includes an automatic confirmation test for all positive results. A confirmed positive result would not automatically disqualify an applicant. In such a case, the applicant will have an opportunity to explain the presence of the substance, i.e., presenting a physician's statement, prescription, etc. The attached policy has been reviewed by legal counsel. This policy deals strictly with applicants and is not a matter subject to negotiation with the unions/associations. If approved, the policy will apply to all employees i.e., regular full-time, regular part-time, temporary part- time, provisional and contract employees hired on and after August 17, 1994. Notices will be posted in the Personnel Department, job announcements, application forms, informational pamphlets, etc. 6101