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R-8836 e e f:\atty\muni\laws\dee\antidrug.res City Council Meeting 11-22-94 Santa Monica, California RESOLUTION NO. 8836 - (CITY COUNCIL SERIES) A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA MONICA RESCINDING RESOLUTION NO. 7817 (CCS) AND ADOPTING A REVISED ALCOHOL AND ANTI-DRUG PROGRAM POLICY FOR THE CITY'S TRANSPORTATION DEPARTMENT WHEREAS, the Federal Transit Admin1stration (FTA) passed regulations requiring rec1pients of federal financial assistance to revise their existing anti-drug programs and add an alcohol testing component; and WHEREAS, the governing boards of those recipients must adopt a revised alcohol and anti-drug policy; and WHEREAS, the recipients of federal financial assistance will become ineligible for said assistance should they fail to adopt the federally mandated alcohol and anti-drug program; and WHEREAS, the Clty'S Transportat1on Department 1S covered by the FTA regulations and is eligible to receive approximately $2,000,000 annually in federal operating funds 1 -- - - - - , e e asslstance, and must comply with FTA regulations in order to contlnue to receive those federal funds. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA MONICA DOES RESOLVE AS FOLLOWS: SECTION 1. The city recognizes drug and alcohol abuse as potential health, safety and security problems. Employees needing help in dealing with such problems are encouraged to use the Clty'S employee assistance program or health insurance plans, as appropriate. conscientious efforts to seek such help will not jeopardize any employee's job, and will not be noted in his/her personnel file. SECTION 2. That Resolution No. 7817 (CCS) which established the original anti-drug program for the City's Transportation Department is hereby rescinded, and that the revised alcohol and anti-drug policy be adopted in its place. SECTION 3. That the Transportation Department is charged with the responsibility of administering the revised alcohol and anti-drug policy and implementing said policy in compliance with federal law, regulations, or requirements, including amending the policy as needed to ensure such compliance. 2 ~ --- ---- -- - --- - --- -- , e e SECTION 4. The City Clerk shall certify to the adoption of this Resolution, and thenceforth and thereafter the same shall be in full force and effect. APPROVED AS TO FORM: ~~~!u.6~k MARSHA ~~ES MOUTRIE City Att rney 3 ---- ---- --- - - -- ~ e e Adopted and approved this 22nd of November, 1994. ~, p~ Mayor I hereby certIfy that the foregoIng Resoluuon 8836 (CCS) was duly adopted at a meetIng of the CIty CouncIl held on the 22nd of November, 1994 by the following vote' Ayes. Councllmembers. Abdo, Genser, Greenberg ,Holbrook, Olsen, Rosenstem, Vazquez Noes: Councllmembers None AbstaIn Councllmembers None Absent COW1Cllmembers None ATTEST / / A~A/;'/L- /Q~ ---- - - - f City Clerk T e e TRANSPORTATION DEPARTMENT ALCOHOL AND ANTI-DRUG RULES AND REGULATIONS November 1994 -- - --- . e e =. I~troduct:cn Substance abuse, the !n1suse or drugs or alcohol, lS no't a new lssUe, but one of grcw1ng concern ~o employers. substance abuse 15 clearly a probleITl 1:1 the workplace. Research has shown that substance abuse affects organlzatlons, as eVldenced by lncreased ::1edlCal benef1 t c::la1ms, ~ncreased absenteeism, 1ncreased 1ndustrlal accldent cla1ms, and decreased produc't1vlty. Substance abuse poses serlOUS safety and health rlsks not only to the user, but also to those who work ~lth, or come lnto contact with, the user. The attached fact sheets sho~ addltlonal lnformatlon on the slgns and symptoms, as well as the adverse health effects of drug and alcohol use. ~rnployers have become even more concerned about the mlsuse of drugs and alcohol by employees who perform safety sensltlve functlons In the organlzatlon, and especlally those safety sensltlve f~nc~~ons 1Dvolvlng d1rect contact wlth the public. ~he C~ty of Sanca Hon1ca 1S co~mltted to malntaln1ng a safe and product~ve work~ng envlron~ent. H1storlcally, ~he c:ty has taken s~eps ~o dlscourage SUDstance abuse 1n the workplace. Santa Mon1ca Munlclpal Code Sectlon 2.04.720(e} prohlblts employees from repor~lng for duty, or belng on duty, wh1le under the 1nfluence of any 1ntoxlcant and 11StS such an offense as a cause for removal, suspenslon or aemotlon. The Clty promulgated an Admlnlstratlve Instructlon concernlng Drug and Alcohol Use 1n 1986. In 1989, the Clty adopted a drug-free '.'liorkplace POllCY, conslstent '.nth the Federal Drug-Free Workplace Act of 1988. In additlon, the city of Santa Hon1ca l::lplemented a ccmprehenslve E~ployee Asslstance Program (EAP) in 1988 to offer confldentlal, professlonal counseling to enployees and famlly members who seek asslstance for alcohol and/or drug abuse and other personal/emotional problems. The Clty's EAP prov1des for lntenslve In-patlent treatment when approprlate. In DeceITloer 1988. ::he U. S. Cepartnent of Tr-ansportatlon (DOT) lssued rules, regu1rl.ng that transit employees be tested for 1llegal drug use. The Federal regulatlon es~abllshed the basis for the Transporcatlon Departnent Antl-Drua proqram Rules and Requlatlons. On ?ebruary 15, 1994, the Federal Transit Adminlstratlon (FTA), a subagency of the DOT, publlshed a revised final rule on the Preventlon of Prohlbited Drug Use in Transit Operations (49 CFR 653), a new rule on Preventlon of Alcohol Misuse in Translt Operat1ons (49 CFR 654) and an amendment describing changed testlng procedures In Procedures for Transportatlon Workplace Drug and Alcohol Testlng Progra~s (L9 CFR 40). The follo~Hng T:::ansportatlon Department regulations revise the Department's previous regulatlons, to address changes In Federal law. - - -- . e e 2 II. Procrran Administratlon/contact Person 7-F ~'ou have any questlons concernlng the Transportatlon -'-J.. Depar~~en~'s Alcohol and Antl-Druq proqram Rules and Requlatlons, please contact 'the Asslstant Dlrector of Transporcatlon or his deslgnee. The Clty offers an E~ployee Asslstance Program. through A~erlcan Psychmanage~en~. Amerlcan Psychmanagement I s direc~ number lS 1-800-638-2769. You may arrange for asslstance, e1.ther dlrectly or through the Asslstant Direc~or. Please note, though, that any leave taken for such purpose must recelve prlor !J.anagernent approval. III. Affected Emplovees Under 49 CFR 653 and 49 CFR 654, safety senslt1.Ve employees are sUbJec't: to thl.S POllCY. ACCordl.ng to Federal regulatlon, safety sensltlve employees lnclude those who operate vehlcles, \.;hlCh requlre a commerclal drlver's license; those controlling the dispatch or movement of revenue servlce vehlcles; and those who malntaln vehlcles. Using this definitlon, the followlng Transportatlon Department employee classlficatlons are covered by these rules and regulations: motor coach operator, student motor coach operator, ~otor coach supervlsor, transportat1.on mechanlc II, transportation mechanlc I, transportatlon mechan1.c supervisor, motor coach c~eaner. and any laborer I holding a commerclal drlver's license. IV. ?rohlblted Behavlor A. Covered Substances Deflned l. Legal Drugs Legally obtalned drugs (prescrlptlon and non-prescrlptlon remedies) used according to dlrect1.0ns to allev1.ate a speciflc condl.tion. Legal drugs obtalned and used legally are not proh1.bited. City POllCY, however, does not allow an employee adversely affected ~n their use of any legally obtained drug (prescription and non- prescription remedies) to perform his/her safety senS1.tl.ve funct1.on ~n such a cond1.tion. It is the responsibil1.ty of the employee to advlse h~s/her supervisor of the necessity to take any medication contalnlng a caut~onary label regarding the operat1.on of machinery or veh1cles, and of any resultl.ng impa~rment. If necessary, a medlcal resource wlll be consulted. 2. Illegal Drugs a. Drugs which are not legally obtainable, and: b. Drugs which are legally obtalnable but have not been obtained T y e e 3 legally, and: c. Drugs which are legally obta~ned, but are know1ngly used _~r other ~han the prescr~bed purpose or ~n o~her than the prescr~_ad manner, and: d. So called "des~gner drugs" or drug substances not approved for nedlcal or other use by the U.S. Drug Enforcement Adm1n~strat1on or the U.S. Food and Drug Adm1n~stration. 3. Unauthorized Substances Unau~horlzed substances ~eans any substance that can cause impalrment of physlcal and/or men~al funct10n~ng. 4. DOT/FTA Covered Drugs Drug screens authorlzed unaer ~h1S POllCY shall tes~ ~he urlne of safety sens~tlve employees for the fcllow1ng substance (mlnimum levels for determlning a pos1t1ve test are included In the Appendix) : MariJuana and metabolites Coca~ne and metabolltes Amphetamlnes and methamphetamines Op1ates and metabolites PCP (phencyclidine) 5. DOT/FTA Alcohol and Alcohol Use Definltions The Federal Department of Transportation (DOT) (49 CFR 40 Part 3) def1.nes alcohol as the l~toxlcatl.ng agent ln beverage alcohol, ethyl alcohol or other low molecular weight alcohols includlng me~hyl or isopropyl alcohol. Alcohol use means the consumptlon of any beverage, ffil.xture, or preparat10n ~nclud1ng any medicat1on, contalnlng alcohol. City policy requ~res that affected Transportat~on Department operating employees (i.e. those covered by this alcohol and anti- drug pr:Jgram POllC":) must be completely free of ~ntox~cants and controlled substances 1n their system in order to be fit for duty. Accordingly, at all times that they are on duty or subject to duty, operating employees shall be responsible for ensuring that no alcohol, as def~ned by the FTA. or controlled substances, as spelled out in th1.S po11cy (i. e. marijuana, cocaine, opl.ates, phencyc11dine/PCP, and or ampheta~lnes) or the1r metabolites, are present 1.n any par~ of their body, including, but not limlted to, the urinary tract. The r1.gor of this requ1rement is imposed by the need to protect the safety and efficiency of the Transportat1.on Department's operatlons. . . e e 4 For ~he purposes of thlS sectlon, an employe.e is "subJect to duty" ',"1 th:ln the meanJ.ng of th:ls provJ.sJ.on: 1) on hl.s/her regularly scheduled duty days prJ.or to slgn-on time: 2) when reporting for work: 3) durlng any split perl.od between assignments, whether on or off Clty premlses: 4} when lnformed in advance, whl.le on duty, that ~e/she 15 expected to be on duty at some pOlnt in the future: and 5) when belng tested under the re-entry to work prOVl.S10nS of this regulatlon. It 18 the POllCY of the Clty or Santa Monlca that an employee may not perform a safety sensltive function, If that employee has: (1) a prohibited drug In hlS or her system. Prohlblted drugs are jef Eled as: ::larlJ uana, cocalne, opiates, amphetamlnes and ?hencyclldlne ( PCP) . ( 2 ) used alcohol wlthl~ 4 hours prlor to slgn-on. ( 3) an alcohol blood 1 evel of .02, as neasured by the breathalyzer. Concentratlons above .04 will requl.re that the employee be evaluated by a Substance Abuse Professl.onal (SAP) , and may trlgger disclpllnary actlon, lf appropr1.ate. (4) refused to take an alcohol or drug test, as requlred by these rules and regulations. If an employee vlolates these rules and regulations, that employee, at a ffilnimum, may be SUbJect to the d1.sciplinary actions suggested hereln, or dependLng on other factors in the employee's record, may be subJect to dlsclplinary actlon up to and lncludlng termlnatlon of employment wlth the Cl~Y. An employee lnvolved ln an accldent, as defined below, must not consume alcohol far at least elght hours followlng an accident or untll the employee undergoes a post-accldent test, whichever occurs flrst. V. Employee Asslstance Proqram The Clty recognJ.zes drug abuse as a potential health, safety and securlty problem. The Clty, in order to provlde its employees with the means to overcome a substance abuse problem at very little, if any, cost to the employee, provldes a comprehenslve Employee Asslstance Program ( EAP, . Federal regulatlons do not requlre an Employee Assistance Program, beyond the provision of a Substance Abuse Professional to evaluate employees, who have tested pOSl.tlve for alcohol or drugs under these regulations. A SAP is defined as a licensed physiclan or a 11censed or certlfled psychologlst, social worker, employee asslstance professlonal or addlctlon counselor wlth knowledge of T . e e 5 and clinical experlence In the dlagnosls and treatment of drug and alcohol-related disorders. The City, as part of its own policy, also prov1des an Enployee Asslstance Program ( EAP) . The following information on the EAP program 1S provlded for your information, and not requ1red by Federal regulatlon. Employees may enter the Clty1s EAP in the following ways: (1) an employee may voluntarlly enter the program; (2 ) an employee may be referred by his/her employee barga1ning unit; or ( 3 ) an employee may have his or her partlcipatlon mandated by recelvlng a posltlve drug or alcohol test adm1n1stered as a part of the perlodlc/annual, "reasonable cause," post accident or random drug testlng and alcohol procedures set forth ln these rules and regulat1ons. Any employee who believes that he/she has a drug or alcohol abuse problem may voluntarily request aSs1stance from the Transportation Departr.tent by contactlng h1s/her supervl.sor or the Assl.stant Dl.rector of Transportation. The Transportation Department wl.II asslst the employee ln dealing wlth hls/her drug or alcohol abuse problem ln complete confidence. The conditions and procedures which wl1l apply to an employee's request for assistance ln dealing with a drug or alcohol abuse problem are as follows: - The 5upervlsor, or Assistant Director, ...;hen lnforned by an employee of a substance abuse problem, wlll refer the employee to a Substance Abuse Professl.onal through the Employee Assistance Program. - The Transportation Department will allow the employee to take one leave of thlrty (30) days or less and to charge accrued vacation leave or, if vacation lS unavailable, other leave credits (e.g. sick leave) while the employee participates in a rehab1l1tat1on or treatment program. If no leave credits are avallable to the employee, he/she may, lf necessary, be placed on a leave of absence wlthout pay for the perl.od of the rehabllitation or treatment program. - The employee must agree to undertake and to successfully complete a course of treatment as deemed appropriate by the Substance Abuse Professional (SAP) . . . e e 6 - After successful completlon of the rehabJ.IJ.tatl.on or treatment program, the eMployee, 1f on leave or leave of absence, !tlill be promptly returned to actlve serVlce. Return to servlce may occur earl.ler, if the Department .lS sa~lsfied that the employee contl.nues successful partlclpatJ.on 1n a recommended program. Such re~urn ',-nll be condltloned on the Departmen~ recelvlng satlsfactory documentatlon of conpllance from ~he ~rea~lng agency and from the Subs1:.ance Abuse Professlonal. Please note that the return to servlce shall be condltloned on the completlon of a return 1:.0 work nedJ.cal examl.natlon, l.ncludlng Federally-requlred drug and alcohol tests. - ~nannounced drug and alcohol testlng may be requl.red, for up t:J s :.xt~l (60 ) nonths after completion of the rehab1l1ta~1.0n or ':::-ea "Crrem: prograM. The frequency of tests ',.illl be suoJec"C to Federal regulatlon and 1r.put from the Substance Abuse Professl.onal. Any pos1tive test w1ll result in lmmedlate termlnatlon. If t:!e eMployee 1S belng referred to the EAP by hl.s/her employee bargalnlng unlt, the employee bargalning unlt representative must contact the Asslstant Directorf or his deslgnee. The same condltions and procedures outllned above wlll also apply to referrals to the EAP that are made by the employee's bargalnlng unit representatlve. If an employee's partlcipatlon 1n the EAP is mandated as a result of the employee recelv1ng a positlve drug or alcohol test, the Asslstant Director, or his deslgnee, wl.ll work wlth the employee to con'"Cact the EAP and schedule the employee's lnitlal EAP seSSl.on. ThlS lnltlal seSS10n ~Nl11 1nvolve an assessment by a Substance Abuse Professlonal of the substance abuse problem, 'v 1 th a deterrnlnat~on belng l'lade as to the recommended course of rehaOl.lltatlon or treatment. The same procedures and conditlons outlined for a voluntary referral to the EAP \V 111 apply. In addltlon, the Ass1stant Dlrector wlll rece1ve progress reports from the EAP prov1der(s) regardlng the employee's progress in his/her rehabllitatlon or t~eatment program. The employee wl11 be requl.red to slgn a release of informatlon, so that the Assistant Director ~ay recelve progress reports. E~ployees needlng help in deallng wlth drug or alcohol problems are encouraged to use t~e C1ty's employee asslstance program or health lnsurance plans, as approprlate. ConSClentl.OUS effor'"Cs made by the employee, and not requlred under these regulatlons, to seek such help wlll not Jeopardlze any employee's Job, and will not be noted In hls/her personnel ille. Being dlrected to attend a program, if requlred by these rules and regulations, will not be consldered a consclentlous effort. . ~ e e VI. Circunstances Requlr~nq Testlnq A. Pre-Employment Testlng Drug and alcohol tests shall be performed as part of the medical exam1nat1on of all selected appl1cants for a T~ansportation Depart~ent safety sensit1ve poslt1on. In order to be hired to perform a safety sensitive function, an ind1v1dual must pass drug and alcohol tests as prescr1bed 1n these rules and regulat1ons. Ind1vlduals who apply for safety sensltlve posit1ons wlll be not1fied of this requlrement at the time of appl1Catlon. A current employee who does not perform a safety sensltlve functlon ,ay not be asslgned a safety sensitlve funCtlon unless that employee passes the requlred dr~g and alcohol tests. B. Reasonable SUsplc10n Test1ng A Transportat1on Department supervisor may order any safety sensltive Transportatlon Department employee to submlt to a drug or alcohol test, when he/she reasonably suspects the employee of being under the lnfluence of some intoxlcant. Determlnations will be made by Transportation Depart:.~ent supervisors, ~oJho have been tralned 1n the physical, behavloral, and performance lndicators of drug and alcohol abuse. Reasonable susplcion will be based on facts, clrcumstances, phys1cal eV1dence, phys1cal 51gns and symptoos or a pattern of perfo~ance and/or behavlor that would cause a trained superv1sor to reasonably conclude an employee may have engaged In on-the-Job use of intoxlcants, or may be under the influence of drugs or alcohol. If there is any doubt about the employee's condltlon, drug and alcohol tests wl1l be required. Examples of reasonable SUsplClon lnclude but are not limited to: (1) Unsatisfactory performance, adequately documented, which cannot be expla~ned by other factors; or, a change ~n an employee's performance for WhlCh documentatlon lndicates a drug or alcohol linkage. (2) Physlcal symptoms cons1stent wlth alcohol or drug abuse. (3) Evidence of alcohol or 1llegal drug use, possesslon, sale or delivery. (4) Occurrence of a serious or potentially serious accident that may have been caused by human error and/or flagrant vlolations of establlshed safety, security or other operating procedures. - -- - -- - . . e e 8 ( 5) Altercatlons w~th others, or errat~c or violent behav~or. It is the City pol~cy, that ~f the employee refuses to submit to a drug or alcohol test, the Depar_mem: w~ll propose termination of employment wlth the Clty, and pldce the employee on adminlstrative leave wlth pay untll his/her Skelly rlghts have been observed. Please note that managers and supervlsors are requ 1. red by City polley to not~fy the appropriate law enforcement agency when they have reasonable SUspiclon to believe that an employee may have lllegal drugs ln h~s/her possession or in an area not Jointly or fully controlled by the Transportat~on Department. c. Post Accldent Testl.ng Safety senS1.t~ve employees must submit to drug and alcohol tests ~f a person dles, as a result of an acc~dent. In add~tion, a safety sensltlve employee must submlt to a test, ~f the act~ons of the employee cannot be completely discounted as a contributlng factor to an accldent or ~f the employee has recelved a movlng traffic citatlon under state or local law, in the followlng two accident situations: (1) a person suffers an lnjury to the extent that he/she recelves immed~ate medical treatment away from the scene: or (2) any vehicle suffers dl.sabl~ng damage (not due solely to damage to heactllghts, talllights, turn slgnals, horn or windshield wipers) to the extent that the veh~cle must be towed, or the bus lnvolved must be removed from servl.ce. Followl.ng such an acc~dent, a urine, breath and/or blood specimen shall be collected as soon as poss~ble but not later than eight hours after the accldent. In the case of an accl.dent, the follow~ng procedures and condltions will apply: ( 1) A Transportation Department supervisor ',.;ill be assigned to investlgate the accident. (2) The supervlsor assigned wlll interview the employee involved and ga~her any other relevant information to determl.ne whether or not the employee was a contribut~ng factor to the accident. (3) If the supervisorls investigation of the circumstances surrounding the accident indicates that the employee cannot be discounted as a contributlng factor to the accldent, the employee shall be requlred to take drug and alcohol tests and will be asked to s~gn an Authorization to Perform Drug and Alcohol Tests and Employee Notificatlon form. - r e e 9 (4) The employee wl1l be lnformed that 1f he/she falls to remain readlly avallable for tes~lng, includ1ng not1fying the supervlsor of hls/her loca~1on if he/she leave the accldent scene before subm1 tting to testlng, he/she ITlay be deemed to have refused to subm1t to test1ng. (5) The employee wlll be lnformed that any refusal to cooperate wlth the admln1strat1on of the tests will result In dlsc1pllnary act1on, up to and l.ncludlng term1natlon. Such noncooperative actlons include any alteration of consent forms and any refusal to consent, or cooperate fully wlth, the collection of the urlne, breath and/or blood spec1.mens. (6) If the enployee agrees to the drug and/or alcohol tests, the employee wlll ':hen be t:::..-ansported by Transportatlon Departmem: personnel to a deslgnated ccllectlon slte for a ur~ne/breath and/or blood test. Depend1.ng on 1:he enployee' s behav1.or, l t may be necessary for Transportatlon Department personnel to remaln at the collect1.on slte during the testlng process. (7) If the eMployee refuses to provlde author1zatlon for a drug or alcohol test, the superv1sor will, aga1n, advise the employee that a urine, breath and/or blood test w1.ll be necessary. The employee will be advlsed ~hat any fallure to consent to drug and/or alcohol tests wlll be consldered insubordination and could result in disc~plinary action up to, and including, term~nation. Any employee refusing to submlt to a drug test shall not be forced to subml t to such test~ng. If an employee continues to refuse to submit to a drug and/or alcohol test, the supervisor will arrange to have the enployee safely transported home. (8) If the employee refuses to submlt to a drug test, thereby necess~tat~ng dlsclpl~nary actlon as the result of insubordinatlon on the part af the employee, the employee w1.l1 be placed on adminlstrative leave with pay until his/her Skelly rights have been observed. Federal law requlres that any employee, who has been ~nvolved in an acc1dent, must remaln read~ly avallable for testlng for up to elght hours after t~e acc~dent. ThlS means that the employee must keep Clty superv1.sory staff informed of hls/her location until testing has been completed or, if not tested, for the 8 hours following the accldent. In add~tion, the employee may not consume alcohol during th~s eight hour t~me period, or unt~l the employee undergoes a post-acciden~ test, whichever occurs f~rst. It should also be noted that Federal law stipulates that the reasons be documented for any alcohol test that cannot be performed within two (2) hours of an acc~dent. If the alcohol test is not performed w~thin elght (8) hours of the accident, the test will not be admlnistered and a wr1tten record prepared stating the reasons the test was not admin~stered. Drug tests may be performed up to e _ 10 32 hours after an accident, If necessary. D. Period~c/Annual PhYSlcals It lS the City policy to conduct a drug and alcohol test as a part of the per1odic/annual physlcal exam undergone by each safety sensltive employee, and the follow1ng cond1tions w1ll apply: (1) depend~ng upon the employee's pr10r drug and alcohol testing record, a pos1t1ve result from drug and/or alcohol analyses may result in disc1pl1nary action, up t ~nd including term1nation. (2) lf a safety sensitive employee should test posltive for one, or more, of the c::::n'trolled drugs covered by these rules and regulatl.ons, the e:1ployee t~llll be afforded the opportunl ty to dlSCUSS the test result T.nth the Med1cal ReV1ew Officer (see ~!II. 4 .a. for defln:.~:.on of Medl-cal ReV1ew Officer p<!RO]). The employee can explaln to the MRO why he/she has reason to believe that the pos1tlve test result was ln error or that there exists a val~d explanat~on for the poslt1ve test result (e.g., a medicine prescribed by a physlC1an). (3) lf the pos1tive drug and/or alcohol test result is deemed to be valid, the employee wlll be referred to the City1s EAP for evaluatlon by an SAP. ~Iote that the city wlll only provlde further EAP services, lf the e~ployee's prior record regardlng positive drug test results does not call for terml.nat1on. E. Return to Duty Test1ngjFollow-Up Testlng Whenever an employee does not pass a drug test or receLves a result of .04 or above on an alcohol test, that employee shall not return to duty ln any capaclty until the employee passes a drug test and is confirmed flt for duty by the Medlcal Review Officer. An employee whose test ~esult 15 .02 or above, but below .04, wlll be withheld from work for at least eight (8) hours, or until a test result of less than .02 is obtained. With the except10n of those wlth an alcohol test result under .04, any employee returnlng to duty may be administered unannounced drug and/or alcohol tests for up to Slxty (60) months after the employee returns to a safety sensltlve functlon. The test~ng frequency will depend upon Federal requlrements and the recommendatl-on of the SAP. F. Random Testlng Federal regulations require that safety sensitive employees be tested for drugs and alcohol on an unannounced and random basis. Each year, In accordance wlth Federal regulations, drug tests will be performed randomly on a number of employees equal to at least fifty percent (50%) of the safety sensitive employees, and alcohol tests wll1 be performed randomly on at least twenty-five percent ~ e e 11 (25%) of the safety sens1t1ve employees. Employee select~on shall be on a random bas1s uS1ng a random number generat10n method. To the ex-cent feas1ble, the tests will be spread equally throughout the year. The Transportatl.on Department:. Administrative Division shall be responsible for the random selection and for coordinat1ng testing wlth the collectlon slte. On the day of the test, the employee shall be rel1.eved from h1.sjher run at the time of the test. A supervisor, or other Transportat1.on Department employee, will be respons1ble for transport1ng the employee to the collect1on site. VII. Test1nq Procedures Alcohol and drug tests shall be conducted 1n conformance with current Federal regulations, concernlng collectlon and cha1n of custody procedures. A. Drug Testlng Before an employee is tested for drugs or alcohol under c1.rcumstances mandated by Federal requirements, he/she shall receive notice that the test 15 requ1red under 49 CFR 653 (far alcohol) or 49 CFR 654 (for drugs) , whichever is app11cable. 1- Collect1on site Protocol a. Only one specimen at a time wlll be collected by a collection slte person. b. The collection shall not be observed. c. Applicant/employee must: (1) Present plctured identification upon report1ng for speclmen collectl0n. (2) S1.gn a consent form authoriz1ng the collect1.on site to perform the test and permlt release of medical information to the Clty of Santa Monica. These forms must be s1gned in the presence of and witnessed by a representative of the collect1.on site. (3) Fill out the applicable port1ons of the Urine Custody and control Form and read speclomen collect loon procedures before collect1.on. (4) Leave purses and other personally-owned articles, except wallets outside the collection room. (5) Choose a specimen bottle to use. (6 ) The employee will be instructed, either by sign or verbally, - --- . . e e 12 not to alter hlSjher urine speClmen with water, soap, cleansing agents or any other material(s) that could adulterate a specimen. He/she shall also be advlsed not to flush the t01let or run water unt1l specimen has been given to the collector. (7 ) Return the specimen to collect1on site staff. staff will pour 3 0 ml. of the speelmen lnto a pr1mary specimen bottle and at least 15 ml. into a secondary bottle. The secondary bottle w1ll not be tested lnitially, but wlll be held, in the event that the employee feels some reason exists for a retest. ( 8 ) Both bottles w1l1 be shipped with copies of the urlne custody and collection form to a Department of Health and Human Servlces certlf1ed laboratory. d. The d1rect superv1sor of an employee shall not serve as the collectlon slte person, pursuant to 49 CFR 653.~5(c). 2. Init1al Test of Urine a. Once at the laboratory, a technologlst will open the box, remove the samples and place the secondary sample ln frozen storage. b. Init1al testlng w1ll be performed on the primary sample using syva Enzyme Immunogabby Screen (EMIT) and Enzymat1c. If the results are negatlve, no further testlng will be requlred and a telephone report will be called in to the Medical Review Officer (!1RO), who w1ll be responsible for collecting, interpreting and record1ng results, and who w1l1 advise an author1zed representative of the Transportation Department that the results were negative. 3. Confirmat1on Test of Urlne a. Whenever a positive result 1S obta~ned on initial testlng, confirmat1on test1ng will be automat1cally performed. Alternate methods of test1ng will be utilized 1n thlS process. All confirmations shall be by quantitatlve analys1s - Gas Chromatography/Mass Spectrometry (GCjMS) . b. Results of confirmatlon testlng w1ll be immediately phoned to the Medical Review Officer. c. Generally, results wlll be available w1thin twenty-four (24) hours of test2ng. There may be exceptions to this, however. Approximately forty-eight (48) hours will be required for confirmations. d. If the test 1S posltive, the secondary sample shall be kept in frozen storage for 60 days from the date of its receipt to allow retesting. , .. e e 13 4. Inforrn~ng the Employee of pos~tive Results a. A Hedical Revl.ew Officer (MRO) , a licensed physicJ..an knowledgeable 1n substance abuse d~sorders and traloned to evaluate and interpre1:. test results, w1ll recelove laboratory results generated under th1s test1ng program. The MRO wloll be responsible for 1nterpreting the test result In light of the employee's medical h1story and biomed1cal l.nformat~on. The MRO wll1 inform an authorlozed representat~ve of the Transportation Department by telephone that a test may be pos~t1.ve. b. The Transportation Department will inform the employee that a posltive test has been indicated and arrange for the employee to neet './J 1. th the MRO, 1f the employee wlshes the MRO to conslder additl.onal ~nforrnat~an, before flnal~zing the test result. The employee w1ll be placed on vacatl0n or sick leave, as appropr1ate, unt1l the result has been f1nallzed. Nothlng shall be placed 1n the record, nor any actlon taken, unt1.l the result 15 final. c. The test result w1ll be cansldered final, 1f the employee elects not to meet w1th the MRO, or lf the MRO conslders that the addit~onal factors suggested did not affect the result of the urinalys1s. B. Alcohol Test~ng l. Collection Slte Protocol a. Appllcant/employee must: ( 1) Present p1cture ~dent~ficat1on upon report~ng for speclman collactlon. ( 2) Complete and 51gn the required breath alcohol test long form. Please note, a refusal to slgn step 2 of the form will be considered a refusal to take the test. (3 ) The Breath Alcohol Techn1.c~an (BAT) , who operates the breathalyzer, w1ll explain the process to the employee. (4) An individually sealed mouthplece will be opened and placed on the breathalyzer. (5) ~'lhen 1nstructed, the employee will blow forcefully for at least S1.X seconds. (6) The BAT shall compare the test result shown on the mach1.ne, with that on the pr1ntout. (7) If the test result shows a blood alcohol level of .02 or greater, a conf1rmat1on test shall be performed. , .- e . 14 (8 ) The employee w111 be asked to wa1t between 15 and 20 minutes, before taking the confirrnat1on test. (9 ) Before the confirmation test, the BAT '.-lill perform an a1r blank test to ensure the breathalyzer 1S ca11brated at 0.00. ( 10) The employee will again be asked to exhale forcefully into the breathalyzer for at least S1X seconds. (11) After the confirmat1on test, the BAT w11l again perform the air blank test. (12) The results will be transmitted to the Transportation Department. b. The d1rect superv1sor of an employee shall not serve as the collect1on site person, pursuant to 49 CFR 654.37(c). 2. Breathalyzer Results Any breathalyzer result greater than .02 will result in removal of the employee from his/her safety sensitive posit1on for at least eight (8 ) hours or unt1l a negat1ve test result (1.e. less than .02 ) has been obta1ned. Disc1plinary action may be taken on any positl.ve test, however, Sect10n VIII specifically addresses results greater than .04, VIII.Act1on to be Taken when Druq or AlcohOl Test lS Posit1ve A. Pre-employment test1ng The lndividual will not be hired for the safety sens1t1ve position If that 1ndiv1dual tests pos1t1ve for alcohol or the controlled substance(s) covered by these rules and regulat1ons. B. periodic Phys~cals First pos1t1ve test: employee w1ll be referred to City's EAP and will be removed from his/her safety sens~tive posit1on until employee tests negative for alcohol and controlled substance(s) covered by these rules and regulations. second pos1tive test: disciplinary action, up to and 1ncluding terIunation, may be taken. If employee 1S not terminated (term1nat1on w1l1 occur for alcOhol and all covered controlled substances except mariJuana), that employee will be mandated to particl.pate in the City's EAP and will be removed from his/her safety sensl.tive position until employee tests negative for alcohol and/or controlled substance(s) covered by these rules and regulations. Th1rd positive test (mar~Juana only) : employee w1ll be term1nated. . T - e 15 NOTE: Here severe act~on may be warranted, dependlng on an emploveels prev.lous record, espec.lallv the drug and alcohol t-'3t recor:::.. C. Post ACCldent Testlng For cases involvlng death, property damage requlr~ng towing of a vehlcle :Jr removal of a bus from servlce (under circumst:.::.nces speclfieu above), or severe personal injury, the steps listed for the flrst poslt1ve drug and alcohol test may be bypassed and those descr1bed for ~he second poslt.lVe test appl1ed (or thlrd, in the case of a posltive test for marl.]uana) . F.lrst pcs.ltive test: employee wl11 be mandated to partlcipate In the C:..:.y' s EAP (See Sectl.on V for condltions and procedures that '....ould apply) . Employee ;,llll be removed from h.ls/her safety senS1t:..lVe posltlon unt1l the employee tests negatlve for alcohol or controlled substances covered by these rules and regulatlons. Second ;:;osl.tive test: dlsciplinary action, up to and including termlnatlon, ~.llll be taken. If employee .lS not terrnnated (ternunat.lon will occur for alcohol and all covered controlled substances except marljuana), employee will be removed from his/her safety senS.ltl.ve posltion unt.1l employee tests negatlve for alcohol and controlled substances covered by these rules and regulations. Third poslt~ve drug test marlJuana only) : employee wlll be terlnI.nated. NOTE: The procedures listed above are merely gu~delines. Action taken w~ll depend upon the sever1ty af the lnfractlon and whether or not t~e employee has prev10usly tested pos1t~ve for drugs and/or alcohol. D. Reasonable Susplcion Test1ng First:. pos1tive test: Depend1ng upon the lnfraction that led to the reasonable suspicion test~ng, disciplinary action, up to and lncl uding ternuna tion, may be taken. If the employee 1S not terminated, the employee will be mandated to part1cipate In the city's EAP (See Sect.10n V for condit~Qns and procedures that ..ould apply. ) . Employee w1.1l be removed from his/her safety sens~tive pos.1tion unt.ll employee tests negatlve for alcohol and/or controlled substances covered by these rules and regulations. Second positlve test: dlsclplinary action, up to and lncluding terrnlnat1on, 'will be taken. If employee is not terminated (termination will occur for alcohol and all covered controlled substances with the exception of marijuana), the employee will be removed from h1s/her safety sens~tive posit.1on until employee tests negatlve for alcohol and/or controlled substance(s) covered by these rules and regulations. If employee 1S not termlnated, , . e e 16 employee shall be mandated to part~cipate in the Clty'S EAP. Third posit~ve test (marl.Juana only) : employee shall be ternunated. NOTE: ':he procedures listed above are merely guidelines. Action taken w~ll depend upon the severity of the infractl.on and whether or not: 't.he employee has prev10usly tested pos1tive for drugs and/or alcohol. E. Random Test1ng First posit~ve test: employee will be referred to C~ty's EAP and wlll .:::.e removed from his/her safety sensitive pos1t~on until employee tests negative for controlled substance(s) covered by these rules and regulatl.ons. Employee T..v~ll be glven T....ritten not~f~catlon as to what actlon(s) w111 be taken should the employee test positive for alcohol or drugs a second time. Second pos~t~ve test: d1scipl~nary action, up to and l.nclud1ng termlnation, may be taken. If employee is not termlnated (ternunatl.on wlll occur for alcohol and all covered controlled substances except marijuana), the employee Wl.ll be removed from his/her safety sensitive position until employee tests negative for alcohol and/or controlled substances covered by these rules and regulatl.ons. Third posltl.Ve test (marijuana only) : employee will be terml.nated. NOTE: ~'~ore severe action may be warranted, depending on an employee's prevlous record, especially the drug and alcohol test record. IX. Grounds for Dlscipl~nary Act10n Under City policy, other behavior may subject an employee to disclplinary actl.on. A. Sale, Transfer, Possess~on with Intent to Deliver Any safety sensitive employee engaglng in the sale or attempted sale, purchase or transfer, or possession with l.ntent to deliver lllegal drugs and unauthor1zed substances on Clty premises, ln city vehicles or while on City bUSlness wll1 be terminated. Law enforcement author2ties will be notified. B. simple Possession or Use Any safety sensltlve employee found in slmple possesslon or using illegal drugs or unauthorized substances on City premises, in city vehlcles whlle conductlng City business is subJect to disclplinary action, up to and including terminatl.on. Law enforcement may be , . e . 17 notlfJ.ed. Slmple possesslon means that amount normally consldered as a slngle dose. c. provlding false Informat~on and/or AttemptJ.ng to Contamlnate or Alter a UrJ.ne Speclmen Any employee provldlng false lnforrnatlon and/or attempting to con~amlnate a urlne specimen wlll be sUbJect to termlnation. D. Refusal or Failure to Comply wJ.th Treatment Recommendations Any employee refusing or faillng to comply with treatment and after-care reCOr.lmendatlons under thJ.s policy w1.l1 be subJect to dlsclpllnary actlon, up to and lncludlng termlnation. X. Retes'Cs An employee who tests pos1.tive for drugs may request that the secondary sample be tested. This request must be rece~ved by the Medical Revlew Officer wlth 72 hours of the employee's origlnal notif1.cat1.on of the positive test. If the secondary sample fails to conflrm the results of the first test, then the MRO shall not finalize the report of the inltial test and shall report a negative test. If the employee has not contacted the MRO withln 72 hours, the employee may present the MRO wlth lnformatJ.on documentJ.ng that serious illness, lnjury, lack of actual not1.ce of a positive test or other cJ.rcumstance, lncludJ.ng inabil~ty to contact the MRO, prevented the employee from tlrnely contact of the MRO. If the MRO concludes the explanation is leglti::late, the MRO may direct analys1s of the split specJ.men, even after ~he 72 hour time limit. In a retest, some of the analytes may deteriorate during storage. The detected levels of the drug may be below the levels established for the lnit1.al sample, but shall, as technically appropr~ate, be reported and consJ.dered corroboratlve of the arJ.ginal pos1tive An employee makJ.ng a request for a retest T,..}'lll be required to advance the cost of the additional analysis and all costs associated with the transfer of the specimen to another laboratory, including shipPJ.ng and handling. If the test results in the employee passing the drug test, the city shall reimburse any costs collected from ~he employee. XI. Refusal to Take a Druq and/or Alcohol Test If an employee faJ.ls to provlde a urJ.ne sample, as requ1red, or adequate breath for the breathalyzer test, without a valid medical explanation, or engages In conduct that clearly obstructs the testJ.ng process, after recelvJ.ng notification of the requirement to be tested, the act1.on shall be consJ.dered a refusal to take a test. , - e 18 Refusal to take a test shall be considered grounds for term~nation. XII. Re-entrv to Work A. After Mandatory Referral Employees re-enter~ng the workforce after a mandatory referral for a fit for duty ~ssue will agree to a re-entry contract. That contract may 1nclude, but 1S not limited to: (1) A release to work statement from an approved treatment specialist, as well as from the substance abuse professional (SAP). (2) A plan, designed by the SAP, setting out after care and follOW-Up treatment procedures through the SAP and EAP. ( 3) A review and release for work by the city's Med1cal ReV1ew Officer (MRO) . (4) A negat~ve test for drugs and alcohol. (5) An agreement to random and reasonable cause drug testing. (6) A statement of expected work-related behaviors. (7) Specific agreement by the employee that v1olation of the agreement wl1l be grounds for termlnation. Failure to successfully complete a treatment process, or to comply with a re-entry contract or a positive test after re-entry shall be grounds for term1nation. B. After Self-Referral Employees self-referr~ng to a substance abuse treatment program, with the prior knowledge of thelr supervisor and who utilize City benefits must agree to a re-entry contract. The contract will include: (1) A release to work statement from an approved treatment speclalist (2) An evaluation from a SAP. XIII. Follow-up Testing An employee may be tested for drugs and/or alcohol up to sixty months after returnlng to work. The schedule of test1ng shall be subject to Federal rules and the recommendat~ons of the SAP. It should be noted that the employee may be subject to testing for both alcohol and drugs, even though the employee's treatment was necessary for only one or the other. , , _ e 19 XIV. Conf~dentlal~tv Laboratory reports, T,.;hen confJ.r1ned by the MRO, or test resul ~s shall appear ~n an employeels personnel file. The reports or tes~ results may only be disclosed under ~he followJ.ng cJ.rcumstances: (1) To the enployee lnvolved, ~pon written reques~ of the employee; (2) Any Federal Department of TransportatJ.on agency requesting the lnformatlon: (3) Any subsequent e~ployer, ~f the employee has expressly authorJ.zed the partlcular records be transmltted to that employer. (4) As necessary, as part 0 f a lawsul t , grJ.evance, or other proceedJ.ng J.nltlated by or on behalf of the ~ndiv1dual, ar1s1ng out of the test, lncludJ.ng proceedlngs before the C1ty Personnel Board. xv. Effective Date The effect1ve date of these rules and regulations 1S January 1, 1995. . . e e APPENDIX A CliOFF LEYELS I~m..\l. DReG TESTING 7:1e illlO.1l test v,'1il uuhze an tmmtIDoassav wruch meets the reqwremems of the Food and Drug Acimtn1~TIanon ; FD A) cmena. The followmg llliual cutari levels WIll be used. when screemng specImens to rieterlTltn~ whether they are negatIve ror tilese five drugs or Classes or drugs. Imual test Cutott ievels lngfml) ~1an!n:m:l meuboines 50 COcaIne me2bohres 300 Op13.te merabohtes 300. Phencvcwime (PCP) ,,<; -\mphet:rnn !leS :.000 -~5 ng/mi If "mmunoassav specuic for free rnororune These cutoff levels are subject [Q change by the Depanmem of Health and Hutn;!n ServIces ad advances In technology or other consLCieranons warnun Idennncanon of these substances at other concentratlons. CONFIR.'\1ATORY DRUG TESn.~G till specimens Idennned as posmve on the lWnal test <:hllll be coniirmeri usmg gas chromatographyimll<:$ spectrometry rGC/MS) [ecbmques at the curorf levels hsred below ror each drug. lmeal test cutoff levels (ng 1m!) \fan pt:m:! meraoo!lres: 1) 1" ~~ COC~lln~ me2ool1teS(21 150 Op13.teS \1orphml' 300 eademe 300 Phencyclldme (PCP) :::'5 .~phetammcs. Amphern.mtnf" 500 Melh:!m~hef:!mtnf" 500 '1) Delta-9-lctrahvlirocannablnol-9-carboxvhcacld. :2) Bcnzolviecgonme (J) Specimen must also contain amnhetarnme al a conccnlrauon greater than or eauai to 200 ng/mi These cutoff levels are subject to ::hange by the Deparnnent of Health and Human ServIces ad advances m technology or other conslderatlons Warrant Idenuficauon of these subsrances at other concemrauollS. --------- ~ - e Alcohol Fact Sheet :......_onQI [::. J. ::.oCl3liv acceDt30ie dr:lg tnat nas been cnnsumea througnout the worid for _...:.~t:...::-:~~ l~ s conSlGereu a recre::lt1onai DCyerage wnen cor:sumea In moaeranon lor en]oy- ~e'lt J:18. re:<Lxatlon durmg soclai gamenngs However. when consumed onmaniv for Its ~r."S]UI cine mcoa-aitermg erfects. :l I::' a substance or abuse. As a depressant. It siows down ~-'."S]l~: :c<;:Jonses .wo orogresslVeiy lmpmrs me:-naJ tunCtlons. Su~ns and S~'mplOms of I;se . Dulled Dental orocesses . W'-K at caordmallon . Odor or alcohol on breath . ?csslbie constrIcted cuptis . Skeol' or stuporou~ conOlUon . Slowea reacnon rate . w...:.rre~ <iDeeCn ".Ole c.'.;;ect tor the Odor. these are genemi signs ana svrnDtomS or any oe?ressam )uosta;](.-~.l Health Effects The chrome COnSUmDtlOn oi alcohol (average of three servmgs per day of beer (12 ounces]. Whlskev II ouncej. or Wine [6 ounce glass!) over tlme may result In the followmg health 1azarcs . Decreased sexual functIomng . Depenaency (UP to 10 percent of all people who dnnk alcohol become pnyslcallv andl .r memaiiv deoenaent on alcohol and can be termed 'alcoholIc.') . Fmal hver diseases . Increased cancers or the mouth. tongue. pharynx. esophagus. rectum. oreast. and mahg- nant melanoma . Kidncv dIsease . Pancrcatltls . Srontaneou~ abortion and neonatal mortality . (;:Cc rs . Birth ccfeCIS (UP to 54 percent of all bIrth detects are akonal related'l. e e SOClai Issues . T...O-If:.traS 01 dll homICIdes are commmed by peoDle wno annK DnOT tQ tne cr:me. . I.,"') LO :nree cercem ot the dr1Ylng populatlon l~ iegaliv drunk at any one tune. ThIs ~ cite lS ;:10Ubled at mgnt ana on weeKenClS. . l'\.l,o-uurds at ail Amencans wui oe mvolved m an dicahoi-reiated vehIcle aCC1Qent ....:~;-:n5 'netr lJfetlme~. . 1!~C rale at secarallon and Ql\ oree :n ramlhes wan alcohOl deoendenC",' proolems IS limes .ne average . 'fc:w Jercent or iaml1y wur[ case::. dre ::l1cohoi probiem reiated. . ~,.Qr.;::llcs are is :lffies more ~:Kdv to commit SUIcIde that arc ather segments or the ~CDlllatlcn. . \kre ~r.an DU percent or burns. '+0 percent 01 falls. 69 oercem or boatIng acc:dems. and -f) oercem of pnvate Jucratt ac.::aems are alcohol reiarca. The Annuai Toll . 24000 Deopte WIll dIe on the hlghwav due to the tegaHy Impaired dm'cr. . 12.000 more WIll dIe on the hIghway due to the alcohoi-atfected dnver. . is 300 w\ii die m non-highway aCCidents . 30 000 wlii dIe due [0 alcohol-caused liver dIsease. . 10,000 wlil dIe due [0 alcohol-mduced bram dIsease or SUICIde. . C;; ro another i25.000 wlil dIe due to alcohol.related conaItlons or aCCIdents. Workplace Issues . It ~aKCS one hour lor the average pc;-son t 150 pounds) to iJrocess one servmg at an aicohoilC beverage trom the bodv. . Imoalrmem In coordmatlon ana ludgment can be ob1ectIvelv measured wuh as lIttle as ... _ J w two mmks in the body. . A. :Jerson who IS iegaily mtoXIc<1ted IS 6 tlmes more lIkely ~o have an acc:dent man a sober oerson. e e Ampnetamine Fact Sheet -\mDneta~me~ :.lr!;,. ;..:;:--:ra1 ner\'ou~ Y..:.tem SllmUlllms mat speee uD the mme ana boay. :lie Dr."""lca; sen~e or energy at ower :.1cses ana the mentai cxhIiarauon at hIgher ooses are the f(;J.~om ;or melf :lDUSe .-\lthougn wH..ielv orescnbcd at one l1me lor weIght reductIon ana i;)OO ~ :;','L1ll0n. t-:c 1e~::l: :.lse or J.mDnetammes is now limned to a verY narrow range of T,~CllC;1. ~Qnamon~ ~\ L''it amDnetammes ~nat are :mused are lllegallv manufactured 10 foreIgn _ounmes and sm~gg!ed ':1to the US or c:andestmeiv manufactured In cruae laboratones. DeSCflO1l0n . Arnohetamme IS said m (.ounterre~t capsuies or as whne. Hat. double-scored "mml- benmes.' :: IS u~ual1v taken bv mouth. . \kthampnetar:1lP.c :s DIten ~ald as a creamy wnne and granuiar oowder or In lumns clnd IS DacKagea ~:l Lllumlnum iOli \\-'faDS or sealable piastlc bags. ),IcthamDnetamme jav De LaKen cr~l1lv. m:cctca. or ::'"10nec lnlO [he riose. . 1" r Jdei~lrcet ....amc~ 11lc..luue BIDnetamlm:, Dclcobese. DesOlvn. Detedrme. C:etr01. Rltahn. Speea. ~..leth. C;-,mk, Cnstal. Ylonster. Black Beauues. and RltS. Signs and Symptoms of Use . HyperexcltabIlItv. restlessness . DIlated DUPll::' . increased heart ra~e and blood oressure . Hean paipnatlon::. and me gular' beats . Profuse sweating . RapId reSOlratlOn . ConfUSIOn . Pamc . T alkatlveness . InabIlIty to concentrate . Helgilleneu aggressIve behaVIOr Health Effects . Regular use oroduces strong p~yci1oiogIcal depenoence and 10creasmg tolerance to drug. . HIgh doses may cause toXIC p<;ychOS1S resemblIng ~Chlzophrema. . lmoxle.:auon may mc.iucc ..l heart attack or stroke due to spIKmg ot blood pressure. . CI' roOle.: u::,~ may cau::.e heart anu bram damage due to severe constnctlon of capIllary blood ve..,<;eis. , - e . l"i'" tL..:CnOT1(" .;:;t:mUlallOn :nc.rease~ IrnDUI~ive anu nst::-takmg DenaVlors lnclUdmg ~jZdrre u.na VlOlent acts. . \\ IthciraWdl iro:n the drug may resull In ~cvere onyslcaI and memai deoressJOn. Workplace Issues . SIr.ce Jffionetammes alleviate me sensation at faugue. they may be abused to mcrease aiertness oecause oi unusual overtIme demanus or laIlure [0 get rest. . Lcw-aose amonetamme use wlli caUl:.e a shan-term 1ITmrovemem In mental ana phvsI- \:al runcuonmg Wah greater u~e or Increasmg tatlgue. the effect reverses ana has an lmDalflng elfect. Hangover etfecl IS charactenzed bv physIcal faugue anci depressIon. whIch may maKe operatIon Q[ equipment or vemcies dangerous. - - ------------ ~ e e Opiates (Narcotics) Fact Sheet Ootates (also calied :-:.arcotlcs \ are drugs mat ailcvlate Dam. deoress Dody functlons and -;::::lctlcns. ..ir:a. wnen taKe;') :n large doses. cause a strong eupnonc reelmg.. DeSCrIDtlOn . ~dtura! ane nJ,urai denvauves-oplUm. :r..oronme codeme. and herom . Svnthetlcs - '"'1epenOli1e I DemerOl I. Clxvrnorpnone I ~ umorohan I. and oxycodone I Percoaan ) . lvfav be taKen In :JIll form. smoked. or :nJected. depenamg upon the type of narcotic J.se d. . lude:street '12.mes m::::ude SmacK. Hcrse Er.1ma. BIg D Dollies. JUIce. Syrup. and C:,ma \\hte Signs and Symptoms of Lse . Mood changes . Impalred mental funcnomnl! and alertness . Constrlctea pUpllS . Depresslon and aoathv . ImpaIred coordmatIon . PhYSICaJ fallgue dnd drowsmess . Nausea. vOffimng. and constipatIon . Impaued respiratIon. Health Effects . IV neeaie users nave a hIgh nsk for comractmg nepatltls and AIDS due to the shanng or needies. . NarcotIcs Increase pam tolerance. As a result. people couid more severely mjure them- selves or fali to seek medical attention after an accIdent due to the lack of pam sensmvuy. . Narcotlcs effects are multlOhed when used In combmatlon wuh other depressant drugs and alcohol. causmg rncrea~ed rIsk for an overdose. Soclai Issues . There are over 500.000 he rom addIcts III the L.S.. most of whom are IV needle users. . An even greater ~umber 0[ medlcmai narcotIc-deoendem oersons obtam theIr narcotics througn prescnDtIons_ I e e . Because 01 roierar::.:::. :::ere IS dn ever-mcreasmg neea lOr more narcouc to proouce me ,ame eIlect. . Strong mentai ana iJh','SIcal depenaency occurs. . The combmallon CI tolerance and deoenaency creates an Increasmg fmancIal c ~den :or the user. C~sts.m nerom can reacn hundreds of dollars a day. Workplace Issues . C nwanted sIde effects such as nausea. vomItmg. dIZZIness. mental clouding. and drowsl~ ne~s place the :eglumate user and abuser at hIgher nSK for an accIdent. . ~arcoucs have a :eg1l1xate medIcal use III allevlaung pam. Workplace use may cause ImpaIrment of pnvsIca: and mentai functlons. . e e Cannabinoids (~larijuana) Fact Sheet ~,1aflluana is one or ~nc :nOSt mlsunaerstood ana underesmnated drugs or abuse. People ._~(;: mJ.n~u,.ma lor Lhe muolv tranauIllzmg ana mOOQ- and perccouon-altenng erfects It :Jroauces DescrIpnon . UsuaHv soid In olasuc sanawlch bags. leaf marIjuana wlil range In coior from green to :lght tan. Tne leaves are usually dl!' ana broken mto smail pieces. Tne seeds are oval with one sirghtly pomted end. Less prevaient. hashIsh IS a compressed. someumes ~arirke suostance rangIng In color from pale yeiiow to black. It IS usually sold in small chunks wrapped m alummum 1011. II may aiso be sold In an OIly IIauId. . MariJuana has a dIstmctly pungent aroma resembimg a combmatIon or sweet alfalfa Jna Incense . Clgarettc Dapers. roaen Clip holders. ;:lnd small DIpes made or bone. orass. or glass are ;.;ommoniv tound. Smokmg -bongs' (large core DlpeS tor mnalmg large voiumes of smoke I ean easIiv be made from son drmk cans and tOIlet paper roils. . Tradeistreet names mdude Yfannoi. me. Pot. Grass. JOInt. Reefer. Acapulco Gold. SmsemIlla. Tnm Sucks. Hash. and Hash all. Signs and Symptoms of Use . Reddened eyes (often masked by eye drops I . Slowed speech . Distmctlve odor on clothmg . Lackadmslcai "1 don't care' attItude . Chrome faugue and lack of monvatlon . Irmatmg cough. chromc sore throat. Health Effects Generai . When marijuana IS ~moked. It IS lrruanng to the lungs. Chrome smokmg causes emphyserna-hke condmons. . One JOInt cau::.e~ the heart to race and be overnorked. Peopie wlth undIagnosed hean condmons arc at rIsk. . MarIjuana IS commonly contammated with the fungus Aspergzllus. WhICh can cause sen. ous respuatorv tracL and smus mfectlons. . ManJuana smokmg lowers the body S Immune svstem response. malang users more susceptIble to mIcellan. TI-:e U S. government IS actIveiy researchmg a poSSIble , ~ e e _onnec[lo~ Detween marIJuana smOlomz ana the aC~1VatlOn or .-\IDS ,;1 OOSlUve numan T..:nunOCe~]Cle:1C'" vIrus (HIVi earners ?~eg:nanC"'.' Problems and BIrth Defects . lr.,; active cnemlcai. tetrahvdrocannaDInOI 1 me). J.ua 60 other re::ltea che:mcals In lolrllUdna ...;)n<..emr~lle :n the O\'anes and testes. . C;l~omc smoKmg at manJuana In males causes a decrease m sex hormone. testosterone. :::.no an :ncrease In estrogen, the female sex hormone The resuit IS a decrease In sperm .ount. \VhICh can iead to temoorarv stenmy. OccasIonally. the onset at female sex char- Jcrenstlcs Inciudmg breast develoomem occurs m heavy users. . Chrome smokmg ot manJuana In Iemales causes a decrease m feruilr': and an Increase . n testOsterone. . ?re~nam ",\"omen wno are chromc r.1arlluana smokers have a ;11gher ~:1:ln normai mCI- _e:1ce 8[ <:~Iiiborn omhs. carlY termmatlon m Dregnancv, ana hIgner ::ilant :nonaluv -:lIe dunng the tIrSt tew aavs or hfe. . In test ammals. me causes bIrth defects. mcludmg malformatIons of the bram. SpInal cord. forehmbs. and lIver and water on the bram and spme. . Offspnng oi test ammals who were exposed to manJuana have fewer cnromosomes than normaL causmg gross bIrth defects or oeath of the fetus. PedIamc:ans and surgeons are conciudmg that the use of man]uana by eIther or both parents. especially dunng pregnanc".'. ~eads to ~oeclflC bmh defects at the mfant's feet and hanas. . One of the most common etfects at prenatal cannabm01d exposure :s undervvetght newborn Dables. . Fe~al eXDOsure may decrease vtsual fUDctlomm! ana causes other cD:1thalmIC Droblems. \1emaI F '.mctlon Reguiar use can cause the followmg effects: . Delaved decIslon-makmg . DImInished concentratlon . ImpaIred short-term memory. Interfenng wnh learmng . Irr:palrea sIgnai detectIon! abIlIty to detect a bnef flash ot hght). a rISK for users who are operatmg machmery . Imo31rea trackmg t the abIhty to follow a movmg object wah the eves) and VIsual dlS- o Jnce m(:a::.uremem~ "t - .. e e . crr::lt1c c0gnmve lunctron . ubtomcns In ume eSllmallon . wng-te:-m negatIve effects c:;. mental functlon Known as 'acute bram svndrome. ' which 'S charactenzea by dIsorders 'n :nemorv cognmve runcuon. sleeo patterns. and phYSIcal '...enamon. -\cute Ef[:;:ClS . AggressIve urges . AnxIetv . ConfusIon . Feanuiness . nallucmatlons . Heavv sedanon . Lfilmon!iltV . :..lema: dccenaenc,,; . ?a:llc . ParanOId reactlon . U ncleasam dIstOrtIOns In boav Image, . . - Workplace Issues . Tne actIve chemIcal. me. ::'~Qres In body fat and slowly releases over time. ~fanJuana smokmg has a long-term effect on oerrormance. . A 500 to ciOO percent Increase :n me ccncemrauon In the past several years makes smoiong three to fIve JOIntS a week today eqUlvaiem to 15 to 40 JOInts a week In 1978. . Combmmg alcohol or ether ae:Jressam drugs and manJuana can produce a muitlphed dfect. ::rcreasmg the ImDalrmg erreet ct both the deoressam and manJuana. -- -- ... < # e e Cocaine Fact Sheet Cx.::.:r.e l~ u:-eu meau..ailv as a iocal anesmetIc. Il:5 aousea as a powenui ohysIcal and -~(;ntdJ :,.t-nUlJnl. T,t: entire ccr.trai nervous system ~s energIzed. ~luscies are more tense. the r'c.lrt 0C:':S iaSler and stronger. ami the bodv burns more energy. The bram expenences an :... ~';nIlar,H;2n ca..sea ~v a idrge release 01 neuronormones assocIated wah mood elevatIon. DeSCription . Tre source at cocame IS the coca bush. grown almost exclusIvely m the mountamous ~eglons oi :1onhern South AmerIca. . Co..:ame Hvdrochlonde - .'~norung coke" lS a whae to creamy granular or lumpy pow. .ler that IS chopped mto a fme powder before use. It IS snorted mto the nose. rubbed .In the gums. or InJected m vems. TIle elfect IS felt wIthm mmutes and lasts 40 to 50 T..mutes oer ':t;1C' (...lbOUllJO to 'JO mulu1:rams f. Cummon oaraohernaua mciude a - . . , nglc-cugea r Jzor ::Jiade ana a ::.maIi mIrror or PIece or smooth metaL a :-taif straw or -(;~ai :UOC. .lnu a ::.mali screw cap VIai or loided paper packet comammg me cocame. . Cccame Base - d "imall crystallme rock about the SIze of a small pebble. It bOlls at a low temperature. IS not soluble m water. and IS up 10 90 percent pure. It is heated In a glass pIpe and the vapor IS Inhaled. The effect IS felt wnhm seven seconos. Common paraphernaua Includes a .'crack pIpe' (a small glass smokmg deVIce for vaporIzmg the craCK crystall and a lIghter. alcohol lamp. or small butane tOrch for heatmg. . Trade/street names Include Coke. Rock. Crack. Free Base. Flake. Snow. Smoke. and Blow. Signs and Symptoms of Use . rl!"lancmi problems . F reauent Jna extended absences tram meenngs or work aSSIgnment . Increased ohyslcal aCllvny ana fatIgue . 150laoon Jna withdrawal from mends and normal acttvmes . Secreuve behaVIors. frequent nonbUSIness VISitorS. delIvered packages. phone calls . C nusual defensIveness. arlXlety. agnatIon . Wide mood swmgs . Runnv or Irmatea nose . Dtfflculty III concentratIon . DIlated pU~)lls and vl~ual ImDaIrment . Re~tles::.ne~::. . FcrmIcallon (~ensatIon of bugs (..[Uwhng on skIn) . HIgh blood oressure. heart palpItations. and Irregular rhythm . Hallucmallons . nyoerexcllabIluy and overreactIon to sllmulu::. . insomma . ParanOIa and hallucmatIons . ?rofuse sweatIng and dry mouth . r ...!kdL1vc.;m;~~ .. j - ~ e e Health Effects . r<.,-searc~ 3..l::;;;~~LS inJ., ;-cg~:ar c.ocame :.l~L :TIJV upset Lnc chemIcal baiance or the b:-::m. .-'-..5 a rcsuit It T.3V sneed UD me ~gl~g :Jrocess bv causmg 'rrcnarable damage m Cr.::::al ....e~.:e cei:s.. -:-"'e onset Dr ner'\"ou<; <;v:,tem dinesses sucn as Parkmson s dIsease COutU 1.50 occur. . Cc:ame ~se causes me nean 10 Dear laster and haraer ar.d rapIdly mcreases blor)d :Jressure. I:1 addman. ;.:ocame causes SDasms or blood vesselS In the braIn and nean. 30th etfects lead to rumured \'cs<;els c2.usmg strokes or heart attacks. . SLrong psycnologIcal deoendencv can occur WIth one hit" of crack. Csuaily. menta! Geoendencv DCCurS wllhm days (craCK) or wIthm severai months (snortIng coke). Cocame ca:.lses the strong:est mental dCDendencv of any known drug:. _ '" W .... . Treatment success rates are lmver t1an for mhcr chemIcal Je:Jcndenc:es. . C,,:ame :~ ,-x~remc:v c.angerou,> '""her: :J.Ken with dcoressam drugs. Death due to over- ~:Jse IS raOlo. D.e fatai etfec~s or an c\'eraose are not usually reverslbie bv medIcal I :uen:emlon The numDer or cocame Q\'crdose de:uhs has maied In the laSt tour years. . Cccame overdose was the second most common drug emergency In 1986-up from 11th place m 1980. Workplace Issues . Extreme mood and energy swmgs create inStabIlity. Sudden nmses can cause a VIolent reactIon. . La:Jses In attentIon and H!nonnl! warmng: SIgnals l!reatlv Increase the potentIai for ... -- - -- - - ZlCCIOents . Tr.e hIgh cast of cocaine f:-ecuemly le2ds La workplace theft andior dealmg. . A. Jeveioomg paranOIa ,.mti wnhdrawai <..rCate unpredIctable and sometImes v10lent behav10r . Work oerIormance IS charactenzed by forgetfulness. absenteeIsm. tardmess. and mIssed JSsIgnmems. ---- ...... 1 ~. .. e e Phencyciidine I PCP) Fact Sheet Phenc\'cndme I pcp,; was ongmaiiv aevetODeO as an anesthenc. but the adverse. Sloe effectS prevented as use excem as a iarge ammai tranauIlIzer. P~encyciIdIne actS as bOth a depre~nt ..md a hallucInogen. ana sometImes as a s[lmuiam. It is abused !Jnmaniv for its vanetv of l1ood-altenng enects. Low aases proauce sedatIon ana cunnane mood changes. The mood _an cnange raDldiy from sedauon to excoral1on ana agnauon. Larger doses may produce a :oma-hke condmon wnh muscie ngIdlty ana a biank stare wnh the eyeltds half closed. Sud- Jen nOises or ::::nyslcai shocks may cause a 'f~eak out' m whIch the person has abnormal :-:i:rengtn. extremelv vlOiem behavIor. ana an mabIlIty to soeak or comprehend commUnIcatlon. D escrJ p tl on . PCP ~s soid as a creamy. granuiar powder ana IS oiten packagea In one-mch square alummum fOIl or tolded paper "[Jackets." . [t :nav De ~m.."(ed wnn marnuana or :obacco and smoked. It ~s sometImes combmed xltn DrCC::lJne. ::; ;l~cal anesmetlc. 0.:13 sold as ImItatlon cocame. . T rade/Slreel names Include Angel Dust. Dust. ana Hog. Signs and Symptoms of Use . ImpaIred coordmatIon . Severe conrUSlon and agItatIon . Extreme mood ShIfts . Muscle ngIdIty . Nystagmus (Jerky eye movements I . DIlated pupl1s . Profuse sweating . Ramo neartbe:.lt . Dlzzmess. Health Effects . The potentIal for aCCIdents and overdose emergencIes IS hIgh due to the extreme mental effects combmed wHh the anesthetic effect on the body. . PCP ~::. oOlt.:ntlated bv other depressant drugs. Indudmg alcohol. Increasmg the lIkeli- hood or an overdose reaCtIon . Mlsdmgnosrng the hailucmatIons as LSD mducea. and then treating WIth ThoraZine. can ~ause a falal rcaCllon. . Use can cause meverslbte memory loss. personailtv changes. and thought dIsorders. . There are iour phases to PCP abuse. T:1e fIrst phase IS acute toXICIty. It ean last up to !hree cavs and can mclude comiJauveness. catatoma. convulsIOns. and coma. Distor- tIons or size. shaDe. and distance oercepllon are common. The second phase. WhICh ~ .# ~ . --I e e ':Ge<; nor alwayS [0 to ow lfie tlrst. I::' a tOXIC DSYCnOSlS. C sers may exoenence V1sual and ,-,-;.LCltory aelUSlOns. DaranOla. :.mu agnatIon. The thlre Dhase :5 d. Grug-maucea SChlZ0- :Jnrema that may la::.[ a month or lOn!!er. n:e [ounn Dnase IS PCP-mauced deoresslOn. -' . S:..uclcal te:1dencles ana me~tai uvstunctIon can last ior momns. \Vorkpiace Issues . PCP abuse IS less common today than m recent years. It;s also not generallY used m a ,l.,OrKDiace semng Decause or the severe dlsonentauon that occurs.