Page 134 - Personnel Policy and Procedures Manual

approved rehabilitation program (acceptable proof of completion of an approved rehabilitation
program will be required before rehiring will be considered).
B. Employees who resign after being notified of a positive test result, by the MRO or through the
administrative process, will not be considered for rehire by Augusta, Georgia, for a period of one
year from the date the individual successfully completes an approved rehabilitation program.
Acceptable proof of completion of an approved rehabilitation program will be required before
rehiring will be considered.

Section 900.013 Alcohol Testing of Transit Employees and CDL Holders

A. Federal regulations stipulate specific criteria to be applied when Transit Employees and CDL Holders
are tested for alcohol. Those regulations provide, in part, that:

1. Alcohol tests will only be conducted just before, during or just after the performance of safety
sensitive job functions.
2. Alcohol testing will be conducted if the employee is injured, from a job related activity (on-the-
job injury) and medical treatment is provided to the employee.
3. Transit employee or CDL Holder with a blood-alcohol level of .04 or higher is in violation of
federal regulations and this Policy. Such employee will be immediately removed from his or her
safety-sensitive duties and will be terminated. As part of this process the employee will be advised
of programs available for rehabilitation, if applicable.
4. Transit Employees or CDL Holder found to have an alcohol concentration of 0.02 or greater but
less than 0.04 will not be permitted to perform safety sensitive functions until: The employee's
alcohol concentration measures less than 0.02; or the start of the employee's next regularly
scheduled duty period, but not less than eight hours following administration of the test.

Section 900.014 Refusal to Submit to Testing

A. Refusal to submit a urine, breath and/or blood sample when required under this Policy will be
considered the same as a positive test result.
B. Refusal can include:
1. Fail to appear for any test (except pre-employment test) within a reasonable time, as determined
by the employer;
2. Fail to remain at the collection site until the collection process is complete;
3. Fail to provide a urine specimen for any drug test;
4. Fail to permit observation or monitoring of your provision of a specimen;
5. Fail to provide a sufficient urine specimen without a valid medical reason as verified by the
MRO;
6. Fail or decline to take a second test the employer or collector has directed you to take;
7. Fail to undergo a medical examination or evaluation, as directed by the MRO as a part of the
verification process or as directed by the DER (Designated Employer Representative);
8. Fail to cooperate with any part of the testing process (e.g. refuse to empty pockets, behave in a
confrontational way that disrupts the collection process);
9. If MRO reports a verified adulterated or substituted test result, this is considered a refusal;
10. If you refuse to take a drug test.
C. Any employee who is suspected of providing false information in connection with a test, or who is
suspected of falsifying test results through tampering, contamination, or substitution shall be required
to undergo an observed collection.

All Rights Reserved – As approved by the Commission on 05-07-2019 134 | P a g e