Page 135 - Personnel Policy and Procedures Manual

D. Confirmation of tampering, contamination, adulteration or substitution may result in recommendation
of termination from employment.

Section 900.015 Confidentiality

A. The privacy interests of employees and the legitimate interests of the Augusta, Georgia in
implementing and maintaining a substance abuse program will be accomplished by:
1. Limiting the extent of inquiries to those necessary to effectuate this Policy;
2. Assuring that disclosure of, and access to, information generated under this Policy is on a strict
need-to-know basis; and
3. Informing employees of the purpose for which the information is sought.
B. If a third party requests information (for example, in the context of a reference check), regarding
Augusta, Georgia’s decision not to hire an applicant or not to transfer or promote or to terminate an
employee, and that decision is based on a violation of this Policy by the applicant or employee, the
reason given for such decision will be that the applicant or employee did not comply with policy. No
further information will be given to any third party without the prior written consent of the applicant
or employee, except in the following circumstances:
1. Information may be given to Risk Management, to laboratories and to the MRO for the
purpose of administering this Policy;
2. Information may be given to the employee's department head, when a recommendation of
disciplinary action has been made and it is that department head's responsibility to carry out
such disciplinary action;
3. Information may be released to the Department of Labor and appropriate representatives of
Augusta, Georgia in the event an employee discharged for violations of this Policy applies for
and/or appeals a denial of unemployment compensation;
4. Information may be released pursuant to an order from a court of competent jurisdiction or
other tribunal;
5. Information may be released to the Equal Employment Opportunity Commission or the
Human Relations Commission if requested in connection with any inquiry or investigation by
either such body; and
6. Information may be released to those persons or bodies hearing any appeal by an employee of
any action taken pursuant to this Policy.
C. Release of Information as to Transit Employees or CDL Holder:
1. Augusta, Georgia shall release information regarding a Transit Employee or CDL Holder
record as directed by specific written consent from the employee authorizing release of the
information to an identified person.
2. Transit Employee or CDL Holder is entitled, upon written request, to obtain copies of any
records pertaining to his or her use of a prohibited substance, including any records pertaining
to test results.
3. Augusta, Georgia may disclose information that is required to be maintained to the decision
maker in a lawsuit, grievance, or other proceeding initiated by or on behalf of the employee
tested.
4. When requested by the National Transportation Safety Board as part of an accident
investigation, Augusta, Georgia shall disclose information related to its administration of drug
and alcohol tests following the accident.
5. Records shall be made available to subsequent employers upon receipt of written request from
the Employee.
6. Augusta, Georgia shall disclose data for its drug and alcohol testing program and any other
information pertaining to its anti-drug program, when requested by the Secretary of

All Rights Reserved – As approved by the Commission on 05-07-2019 135 | P a g e