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 MODEL PERSONNEL POLICIES AND PROCEDURES FOR LOCAL GOVERNMENT. Price: $69.00 manual & CD set; $49.00 CD only. 1993-2002. 300 pp. ISBN 0-927160-03-X.

Any of the following policies listed below can be purchased individually for $3.95 each. ($15 min. order). You can individually purchase any of the appendices (A, B, or C) for $9.95 each. They will be sent to you by email. Click the email button to order your copy today. Include address and phone number, so that we can call you to confirm order. OR, click the secure order button to order the entire set!

Model Personnel Policies and Procedures for Local Government are examples of more than 90 different progressive pre-written personnel related policies and procedures covering every aspect of day-to-day human resource operations. The models incorporate the latest Federal ADA, FMLA and drug test laws. They are comprehensive in nature, and you can copy, edit, save, and print from the disk. The policies and procedures are separated into eight (8) file categories: General, Employment, Conduct, Compensation, Benefits, Leaves, Training, and Risk Management/Safety. There are a variety of separate policies under each file. Combined, the policies constitute a complete model personnel manual for any public agency. Also included as a separate file is an abbreviated sample personnel manual for small agencies. Used by more than 2,000 local governments. The complete set of policies on the disk includes:

ADA Grievance
Court Ordered Volunteers
Employee Identification Cards
Administration of Personnel Records
Union Rights
Requests for Legal Work
Visitors in the Workplace

Equal Employment Opportunity
Diversity and Workplace Equity
Hours of Work
Minor Work Permits
Non-smoker Hiring Preference
Probationary Period
Special Employment Programs
Employee In-process/Orientation
Types of Employment and Eligibility for Benefits
Work Periods
Hiring Process
Performance Evaluation
Employee Separation and Out-Process
Separation Agreement (Sample)
Personal Information and Personnel Records
Conflict of Interest & Moonlighting
Modified (light) Duty

Employee Conduct (Option 1)
Standards of Conduct (Option 2)
Disciplinary Action
Grievance Process
Lobbying Before Legislative Bodies
Personal Appearance
Personal Telephone Calls
Political Activities
Smoking Policy
Contributions and Honorariums
Employee Ethics
Workplace Safety from Substance Abuse
Drug and Alcohol Testing
Drug Free Work Place
Whistleblower Protection
Life Threatening Illnesses (AIDS)
Personal Use of Telephone and Mail Systems
Information Control and Protection

Compensatory Time/Overtime
Date of Hire/Anniversary Date
Position Descriptions
Working Out of Classification Pay
Pay Advances
Pay Periods
Payroll Deductions
Time Sheets/Preparation of Payroll

Credit Unions
Group Dental Plan
Deferred Compensation
Life Insurance
Group Medical Insurance
Employee Optical Benefit Program
Retirement System
Social Security (FICA)
Unemployment Compensation
Workers Compensation (Industrial Accident)
Continuance of Medical Coverage (COBRA)

Bereavement Leave
Blood Bank
Continuance of Pay During Disability
Floating Holiday(s)
Jury/Court Leave
Leave of Absence Without pay
Family and Medical Leave (FMLA)
Military Leave
Sick Leave
Vacation Leave
Leave Bank (PTO)
Time Off to Vote

Training and Conferences
Travel Expenses
Special Licenses and Membership Fees

Collision Investigation
Accidents Involving Defective Equipment
Employee Actions at Accident Scenes
Audiometric Testing
Driver's Licenses
Emergency Conditions
First Aid Cards
Safety and Health Committee
Flagging Certification
Insurance Claims
Qualifications for Operation of Vehicles
Use of Vehicles
On-The-Job Injury or Illness
Safety and Accident Prevention
Safety Equipment
Safety Bulletin Board
Occupational Injury/Illness Record Keeping
Safety Orientation, Accident Investigation, and Reporting
First Aid, Training, Kits, Poster
Written Hazard Communications Program (MSDS)

Complete personnel policy manual for small agencies (25 pp.)

Issues in Developing Personnel Policies (28 pp.)

Tips for Developing Personnel Policies (5 pp.)

The following is a sample policy from the disk:


PURPOSE: City government provides a variety of public services. The employees of the City are its most valuable resource, since it is through their work that services are provided. When delivering services, the health and safety of the public and the health and safety of employees are of paramount importance. Drug and alcohol abuse is a problem of serious concern and one which affects all segments of the community, including the workplace. Such behavior poses risks to members of the public and to City employees. Employees have the right to work in an alcohol and drug-free environment. Members of the public have the right to be free from the harmful effects of alcohol and drug abuse in the provision of public services. The policy of the City is to provide a safe work environment and to protect the public by ensuring a drug-free workplace. This policy also implements the 1995 Federal Highway Administration (FHWA) requirements for drug and alcohol testing for Commercial Drivers License holders and Federal Transit Administration (FTA) rules for employees performing safety-sensitive work on transit vehicles.

SCOPE. All City employees, except Fire Department and uniformed Police Department employees, who are required to have a current Commercial Drivers License (CDL) as a condition of employment are subject to the CDL related provisions of this policy. Employees performing safety-sensitive work on transit vehicles (such as maintenance mechanics and their supervisors) are subject to the requirements of the Transit Administration Specific CDL and Transit provisions.

STATEMENTS OF POLICY: The City is committed to a drugfree workplace, to educating employees regarding the dangers of substance abuse, and to providing support for employees undergoing treatment and rehabilitation for chemical dependency. The City also is committed to the accountability of employees for violations of this policy through appropriate discipline, up to and including termination.

Treatment and Rehabilitation. The City provides an Employee Assistance Program for employees needing treatment or rehabilitation as well as medical plan coverage for both inpatient and outpatient treatment. Accrued leaves may be used for treatment and rehabilitation purposes.

Prohibitions. Employees who think they may have an alcohol or drug usage problem are urged to voluntarily seek confidential assistance from the Employee Assistance Program. This policy prohibits the following: 1. The unauthorized uses possession, manufacture, distribution or sale of an illegal drug, controlled substance or drug paraphernalia on City property or while an City business, in City supplied vehicles or during working hours.

2. The unauthorized use, possession, manufacture, distribution, or sale of alcohol on City premises or while on City business, in City supplied vehicles or during working hours.

3. Storing any illegal drug, drug paraphernalia, or any controlled substance whose use is unauthorized, or any container of alcohol, in or on City property (including vehicles). Unopened containers of alcohol in a private vehicle parked on City property shall not be a violation of this policy.

4. Reporting to work, or working, while under the influence of illegal drugs or alcohol, whether on City premises or on City business, or in City supplied vehicles.

5. Failing to notify the employee's supervisor, before beginning work, that the employee is taking medications or drugs which may interfere with the safe and effective performance of duties.

6. Refusing to immediately submit to an alcohol and drug test when requested by a supervisor, in accordance with this policy.

7. Failing to provide, by the next work day following a request, a valid prescription for any drug or medication identified when the results of a drug test are positive. If the employee is taking prescription drugs, the prescription must be in the employee's name.

8. Refusing to submit to an inspection as described in the Enforcement section when requested by a supervisor, in accordance with this policy.

9. Failing to adhere to the requirements of any drug or alcohol treatment program in which the employee is enrolled: (a) as a condition of continued employment; or, (b) pursuant to a written agreement between the City and the employee.

10. Violating any criminal drug or alcohol statute while working. Conviction under any criminal drug statute.

11. Failing to notify the City of any arrest or conviction under any criminal drug or alcohol statute by the next work day following the arrest or conviction.

Managerial Responsibility for Enforcement. Managers and supervisors shall be responsible for enforcement of this policy. The City will provide training to all managers authorized to act under this policy in evaluating and working with substance abuse issues in the workplace.

Enforcement. When there is a reasonable suspicion to believe that an employees job performance may be impaired by drugs or alcohol, the supervisor may: (a) direct the employee to submit to a drug/alcohol test; or, (b) search, with or without employee consent, all areas and property in which the City maintains control or joint control with the employee.

Pre-Employment Testing. All new City employees, except temporary and extra help employees, are required to pass a pre-employment drug and alcohol test prior to hire. The test will be administered after a conditional offer of employment has been made and prior to any tentative start date. In some cases additional testing for CDL holders may be delayed until they are ready to begin driving a CDL vehicle or performing a safety-sensitive function on the job. A positive test will exclude an applicant from being hired. All prospective hires, except uniformed Police and Fire personnel will be tested under the procedures contained in this policy which are consistent with the procedures for CDL holders. The pre-employment protocols for uniformed Police and fire are on file in the office of the Human Resources Manager.

Reasonable Suspicion. "Reasonable Suspicion" is a belief based on objective facts sufficient to lead a reasonable person to suspect that an employee is under the influence of drugs or alcohol so that the employee's ability to perform the functions of the job is impaired or that the employees ability to perform his/her job safely is reduced. For example, any of the following, alone or in combination, may constitute reasonable suspicion: 1. Slurred speech; 2. Irregular or unusual speech patterns; 3. Impaired judgment; 4. Alcohol odor on breath; 5. uncoordinated walking or movement; 6. Unusual or irregular behavior such as inattentiveness, listlessness, hyperactivity, hostility or aggressiveness; 7. Possession of alcohol or drugs.

Impairment. The supervisor shall directly observe the employee's behavior and document in writing the facts constituting reasonable suspicion. When circumstances permit, a second person shall also observe the employee to verify that there is a reasonable basis to believe that drug or alcohol impairment may be present. If possible, the supervisor shall question the employee with regard to the situation. When a determination is made that an employee may be impaired because of drug or alcohol use, the employee shall be relieved of his/her duties and placed on paid leave status. The supervisor shall immediately notify the department head, or in his/her absence, the designee. In the event that this person is not available, the supervisor shall immediately contact the Human Resources Manager for review. Upon review, the department head or designee, or in his/her absence the Human Resources Manager or designee, may authorize the supervisor to require a drug test.

Drug and Alcohol Testing. A drug test under this policy is a urinalysis (for drugs) and an evidential breathalyzer test (for alcohol) administered under approved conditions and procedures conducted for the sole purpose of detecting drugs and alcohol. Other methods to detect the presence of alcohol may be added at a later date if approved by the FHWA, including blood/alcohol and saliva tests . The test will be conducted by a City appointed medical laboratory and paid for by the City. An employee ordered to submit to a test or an applicant for employment directed to test by the Human Resources Division or hiring department. Following authorization for reasonable suspicion or post accident drug testing, the supervisor or other authorized person will transport the employee to the designated laboratory. In the case of an applicant for employment or follow up testing the individual shall appear at the designated laboratory at the time instructed by the Human Resources Division or hiring department. The subject (employee or applicant) will be interviewed by laboratory personnel prior to the sample collection to determine whether the subject is currently using drugs under medical supervision and/or taking over-the-counter medications which might reasonably impact the test. The room where the sample is obtained must be private and secure. Documentation shall be maintained that the area has been searched and is free of any foreign substance. For all general employees, CDL holders, and individuals tested under the reasonable suspicion standard no observer shall be present when the sample is collected. Procedural actions shall be taken in all tests to ensure the sample is from the subject and was actually passed at the time noted on the record. In the case of job applicants for uniformed Fire and Police (under separate policy), an observer of the same sex shall be present when the urine sample is taken.

Processing Urine Samples. Each step in the collection and processing of the urine specimen shall be documented to establish procedural integrity and the chain of custody. When requested for CDL and Transit Administration, testing shall be under SAMHSA [(Substance Abuse and Mental Health Services Administration [formally NIDA standards]) testing procedures and approved laboratories. Unless specifically noted as in testing for uniformed police officers (under separate policy) or pre-employment tests for firefighters, all testing will be done using SAMSHA procedures and threshold levels. Uniformed Police and Fire pre-employment testing will be done according to the drug/alcohol testing protocols that are on file in the office of the Human Resources Manager. Confirmation testing will be conducted using Gas Chromatography-Mass Spectrometry. The urine sample shall be retained for 12 months by proper storage method to allow for further testing if necessary. Specimen samples shall be sealed and labeled. Samples shall be stored in a secure and refrigerated atmosphere. A large enough sample will be taken to allow for a second, follow-up test. Any sample which has been adulterated or is shown to be a substance other than urine shall be reported as such. Any applicant or employee providing false information about a urine or breath specimen or who attempts to contaminate such sample shall be subject to removal from consideration for hiring or termination.

Drugs Tested. The laboratory shall test for the following drugs at levels that meet or exceed the limits hereafter set forth:
Drug Screening Level Confirmation Level*
Amphetamines 1000 ng/ml 500+ ng/mL
Cocaine Metab. 300 ng/ml 150+ ng/mL
Opiates 300/ng/ml 300+ ng/mL
PCP (Phencyclidine) 25mg/ml 25+ ng/mL
THC (Marijuana) 100 ng/ml 15+ ng/mL
Alcohol ---------- 0.02**
* SAMHSA specified threshold.
** Tested through an evidential breathalyzer instrument at a level of .02 alcohol/breath concentration or greater, expressed in terms of grams per 210 liters of breath.

Results of Drug Testing. The laboratory will review the results of the test and determine if the sample contains any illegal drug or legal drug or alcohol at levels that would cause impairment or reveal its use in an illegal manner. The lab director will also review the medical history made available by the subject when a confirmed positive test could have resulted from a legally prescribed medication. For all CDL holders, mechanics and City employees the results shall be forwarded immediately to the City designated Medical Review Officer (MRO) for further review. The Human Resources Division will send a copy of the drug testing results to the employee's home address.

Evaluation of Legal Drug Use. In the case of prescriptive drug use that may affect an
employee's ability to perform his/her job safely, the laboratory director or, in the case of employees and all CDL testing, the City's designated Medical Review Officer, will require the subject to provide by the next scheduled work day a bonafide verification of a valid current prescription for the drug identified. The applicant shall be dropped from eligibility or the employee will be subject to disciplinary action when: (a) Verification of a valid prescription is not provided and the employee has not previously notified his or her supervisor; (b) The prescription provided is not in the subject's name.

Alcohol Level at .02. When there is a confirmed presence of any illegal drug, or legal drug or alcohol (equal to or greater than .02) or in the case of legal drugs, for which in the opinion of the Lab Director or City designated Medical Review Officer (MRO), no reasonable explanation or proof is provided, the subject shall be deemed to have failed the test. When there is a confirmed presence of alcohol at the .02 level, the employee is deemed to be unable to safely operate a motor vehicle, operate machinery or perform safety-sensitive work. If these tasks are part of an employee's job (in the opinion of the supervisor), he/she will be considered unable to work and will be sent home for the remainder of his/her work shift. The individual would be required to take leave without pay (or in the Fire Department would owe work time). The employee would not be permitted to take sick leave, vacation, or compensatory time. The employee would return to work after a period of 24 hours or at the beginning of their next work day or shift (which ever period of time is greater) or after another test shows a breath alcohol level of below .02. Under this policy a breathalyzer test of between .02 and .39 would be considered a positive test but would not result in disciplinary action other than taking leave without pay for the remainder of his/her work day(s) or shift.

Job Applicants. In the case of job applicants, the lab director or City MRO shall notify the applicant. An opportunity to have the original urine sample retested at the applicant's expense shall be afforded. The applicant must request a re-test within 72 hours. If there is a confirmed positive test, the Human Resources Manager shall notify the department and the applicant shall be removed from eligibility for hire. Pre-employment test results for uniformed Fire Department employees will be forwarded directly to the Fire Department physician. A copy will be sent to the Human Resources Manager. Pre-employment test results for uniformed police officers (covered under separate policy) will be reported directly to the Police Chief or designee.

Employees. The employee shall be advised of the positive test result by the City Medical Review Officer. The employee shall be afforded the opportunity to have the original urine sample retested. Retests must be requested within a period of 72 hours after notification of an initial positive test by the MRO. A re-test will be done by the original lab (at the city's expense) unless the employee wishes to pay for a re-test at a different laboratory. The second test must be done under SAMHSA procedures, or for CDL holders by a SAMSHA certified lab. If the subject declines a re-test, or, the re-test confirms the results of the initial test, the Human Resources Manager shall be notified. The Human Resources Manager shall notify the department head of the results and a determination of appropriate action made.

Discipline. As with any issue of employee misconduct, an appropriate investigation and assessment of circumstances needs to be made with guidance from the Human Resources Division and the Legal Department. Advice from medical professionals may be sought. A decision to refer for substance abuse evaluation, treatment and/or discipline may be made depending on the nature and severity of misconduct, the employee's work history, and other pertinent facts and circumstances. In certain situations, follow-up drug testing may be recommended and conducted to ensure the employee remains drug and alcohol free. A referral for evaluation by a substance abuse professional is mandatory for CDL holders when there is a positive test. Any disciplinary action will be carried out in accordance with City Personnel Policies, Civil Service Rules and applicable union contract agreements.

Negative Test Results. Employees who have been tested for drugs and alcohol, where no substance abuse was found, shall receive notice of such findings from the City Human Resources Division. A copy of this notice will not be placed in their personnel file, unless requested by the employee. A record of the negative results shall be placed in a confidential folder in a separate, secured file maintained by the Human Resources Division. In the case of job applicants (except Police and Fire), the hiring department shall be notified by the Human Resources Manager that the applicant is clear for hire.

Confidentiality. Laboratory reports of positive test results shall not appear in an employee's general personnel folder. Information of this nature will be placed in a separate confidential medical folder that will be maintained by the Human Resouces Division. The positive reports or test results shall be disclosed to the department head only an a need-to-know basis. Disclosures without patient consent, may also occur when: (1) the information is compelled by law or by judicial or administrative process; (2) the information has been placed at issue in a formal dispute between the City and the employee; (3) the information is to be used in administering an employee benefit plan such as for drug or alcohol treatment; (4) the information is needed by medical personnel for the diagnosis or treatment of the patient (employee) who is unable to authorize disclosure.

Record Retention Requirements. The City shall maintain all records related to drug and alcohol testing for each driver in a secure location with controlled access. The following records shall be maintained for a minimum of five years: a. Records of alcohol test results indicating an alcohol concentration of .02 or greater. b. Records of verified positive drug test results. c. Documentation of refusal to take required alcohol and/or drug tests. d. Evaluations and referrals. e. Copy of annual report. Records related to alcohol and drug collection process and training shall be maintained for a minimum of two years. Records of negative and canceled drug test results and alcohol test results with a concentration of less than 0.02 shall be maintained for a minimum of one year. No records containing driver information required by this policy will be released except as provided as follows: 1) Upon written request of the employee. 2) Upon written authorization of the employee, records will be disclosed to a subsequent employer subject to use as specified by the employee. 3) Upon specific, written authorization by the employee, records will be released to an identified person, for use only as specified by the employee. f. Records may be disclosed to a decision-maker in a lawsuit, grievance, or other proceeding initiated by or on behalf of the employee, including, but not limited to, a worker's compensation, unemployment compensation or other proceeding relating to a benefit sought by the driver. Drug and Alcohol Testing for Commercial Drivers License (CDL) Holders. All employees of the City who are required to have a Commercial Drivers License (CDL) as part of their jobs are subject to drug and alcohol testing as required by the U. S. Department of Transportation through the Federal Highway Administration. The following procedures apply to CDL holders.

Pre-Employment Testing. All new employees who must have a CDL as a job requirement must pass a pre-employment drug and alcohol test prior to hire. The test will be administered after a conditional offer of employment has been made and prior to any tentative start date or in the Fire Department, before driving a CDL vehicle. This test will conducted under the SAMHSA standards and protocols. See earlier sections of this policy for a list of drugs and confirmation levels. The test will involve an unobserved urine sample collection for drug testing and an evidential breathalyzer test administered by a Breath Alcohol Technician (BAT) for alcohol. The procedures and protocols are identical to those for all City employees covered above unless specifically noted. All urine drug testing will be conducted by a SAMHSA certified laboratory.

Pre-Duty of Alcohol. Employees are prohibited from consuming alcohol for 4 hours before going on duty or before operating a commercial motor vehicle. This regulation from the FHWA applies to scheduled shifts and all Fallout situations. If an employee cannot meet this requirement, it is his/her responsibility to tell their supervisor, or person initiating the fallout, that they cannot report to work.

Reasonable Suspicion Testing. The definitions and protocols for reasonable suspicion drug and alcohol testing for CDL holders are the same as noted above for all City employees.

Random Testing. During the calendar year, 50% of CDL holders will be tested on a random basis for the presence of drugs and alcohol. Approximately quarterly, although testing could occur anytime during the year, names of CDL holders will be drawn randomly to select individuals for drug and alcohol testing. These individuals will be scheduled for testing. All individuals will be required to go to a collection site for drug and alcohol testing. No advance warning will be given to employees regarding the date and time of the random test. The urine sample collection will be the same as noted above in the policy. Urine sample collection will be in an unobserved setting with collection and chain of custody protocols as required under SAMHSA regulations. Individuals who are scheduled to drive a CDL vehicle or perform a safety-sensitive function (such as a mechanic working on a Police or Fire vehicle, working brakes, etc.) on the day of the random test shall also take a breathalyzer test for alcohol. Test results and the handling of any positive tests are the same as noted above for all employees. Any accident involving a CDL vehicle must be reported as soon as possible by the employee to his/her supervisor. The supervisor should investigate the circumstances of the accident and determine if there is reasonable suspicion to require a drug and alcohol test. Testing is mandated in the following circumstances: A) An accident that has resulted in the loss of human life. B) An accident in which the driver receives a citation and there is an injury requiring medical attention away from the scene of the accident. C) An accident in which the driver receives a citation and any vehicle in the accident must be towed from the scene. Additional rules under the Federal Transit Act apply to City mechanics who have worked on a Transit vehicle involved in an accident and their immediate supervisor. An individual in a safety sensitive position, such as a mechanic, is subject to drug and alcohol testing, when in the opinion of a supervisor, employee performance caused or contributed to the accident. For example, a mechanic would be tested when he/she worked on a Transit coach's brakes just prior to an accident and a brake problem may have contributed to the accident. A post accident drug and alcohol test should be completed as soon as possible. Drug testing must occur no later than 32 hours after the accident. Alcohol testing must occur no later than 8 hours after the accident. If more than two hours elapse before an alcohol test is administered, the City is required to prepare and maintain on file an explanation of why a test was not properly administered for the FHWA. A driver is prohibited from consuming alcohol for 8 hours after an accident, or until he/she has taken a drug and alcohol test. Note: a police officer investigating an accident has legal authority under certain circumstances to order a blood sample to be taken for drug and alcohol testing.

Return to Work Testing. When an employee has tested positive for drugs or alcohol during a random or post accident test the same provisions apply as for all employees in the section above on Discipline and/or Treatment/Rehabilitation. In addition the following specific rules apply: 1. Employees will be referred to the EAP program or to other substance abuse counseling as part of their return to work requirements. 2. The employee must comply with recommended rehabilitation; 3. The employee must have a negative retest before being permitted to return to work; 4. Unannounced follow-up tests will be conducted after an employee returns to work; 5. Testing may be extended for up to 60 months after an employee returns to work.

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