2.20 Workplace Conduct - Laserfiche WebLink

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i City of Eugene Human Resource and Risk Services Policies i . Non-City employee: Upon receiving a formal report of an act of workplace violence by a non-City employee, Human Resource and Risk Services will assess the situation and refer it to the Department of Public Safety or other appropriate agencies. . i A written record of all incidents will be made and will be maintained in HRRS. Retaliation: i Any intimidation, coercion, discrimination or retaliation against an individual who reports an act of workplace violence or who testifies, assists or participates in any manner in an investigation will not be tolerated. All such acts should be reported immediately to the HRRS Director. Employee Assistance Program: The Employee Assistance Program will be available to provide counseling to any employee involved in a violent incident. 3-233 Random Drug and Alcohol Testing for Employees Holding A Commercial Driver's License (CDL) All City of Eugene employees holding CDL's that operate City-owned commercial vehicles will be subject to the federally mandated drug and alcohol testing requirements. The Federal Highway Administration (FHWA) 'has promulgated rules to implement the Omnibus Transportation Employee Testing Act of 1991. These rules effect those employees required to maintain a CDL as part of their jobs. The City will follow and meet all Federal regulations. 3-233.1 Testing The FHWA rules require alcohol and drug testing for preemployment, reasonable suspicion, post-accident, random testing, return-to-duty and follow-up. All tests will be conducted by the City Physician's office. Random alcohol testing shall only be conducted on those employees who are performing safety sensitive functions, or just before they perform a safety-sensitive function, or just after they have performed a safety Human Resource and Risk Services Revised 09/16/02