Page 133 - Personnel Policy and Procedures Manual

(Reports for Transit Employees and CDL Holders are forwarded from the laboratory directly to the
MRO, as outlined in the Medical Review Officer section above.
1. Risk Management is informed of a confirmed positive test result, by the MRO; the Risk Manager
(DER) will recommend to the appropriate department director that the employee should be placed
on three days administrative leave with pay with a recommendation of termination from
employment for a violation of this policy.
D. Department Management. Upon notification by Risk Management that an employee has tested
positive for an illegal substance or be under the influence of alcohol, department management will
immediately remove the employee from duty and initiate a letter of termination to the employee, refer
the employee to a Substance Abuse Professional and inform the employee of their right to appeal the
decision.
E. Positive Alcohol Tests
1. An employee with a confirmed blood-alcohol level of 0.04 or higher is in violation of this Policy.
Actions in Department Manager section above will apply.
2. Employees who are found to have an alcohol concentration of 0.02 or greater but less than 0.04
will not be permitted to perform the job duties 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 900.010 Split Sample Testing.

A. REQUEST FOR TESTING OF SPLIT SAMPLE. In accordance with federal and state regulations
for Transit employees, CDL holders, and Augusta, Georgia authority for all other employees, urine
drug tests shall be according to the split sample method, whereby the sample provided is divided into
two bottles. Upon being notified of a positive test result by the MRO, a Transit Employee or CDL
Holder may request that the split sample be tested. This request must be made within 72 hours of the
MRO's notification. Requests made after 72 hours will only be accepted if the delay was due to
documentable facts that were beyond the control of the employee. Testing of the split sample will be
according to federal regulations.
B. EMPLOYEE PLACED ON ADMINISTRATIVE LEAVE WITHOUT PAY: While awaiting results
of split sample, employee will not be allowed to use accrued vacation time.
C. PAYMENT FOR TESTING. An employee's economic status will not bar them from having the
split tested. If an employee cannot afford to pay for the testing up front, as a courtesy, Augusta,
Georgia will pay for this cost. Should the results from testing the split sample uphold the original
positive test result, the cost of the split test will be deducted in full from the employee's next
paycheck. If there are not enough funds in the employee's paycheck to cover the testing cost(s) this
does not relieve the employee from reimbursing Augusta, Georgia for all associated cost incurred.

Section 900.011 Review of Termination Recommendation

The Human Resources Director or designee will schedule a grievance with the Administrator or designee to
review the departmental recommendation of termination. The Administrator or designee will either uphold
the recommendation for termination or reject the recommendation.

Section 900.012 Rehiring Terminated Employees

A. Employees being terminated for violation of this Policy will not be considered for rehire by
Augusta, Georgia for a period of one year from the date the individual successfully completes an

All Rights Reserved – As approved by the Commission on 05-07-2019 133 | P a g e