# Policy AM-205-8 Substance Abuse Control Published by the Baltimore City Department of Legislative Reference. ## Policy AM-205-8 Substance Abuse Control Balt., Md., Admin. Manual AM-205-8 (2026) Every employee of the City of Baltimore has a right to a safe and drug-free workplace. Every citizen of Baltimore has a right to require public employees to be alcohol-free and drug-free because public health, safety and welfare are threatened by substance abuse by City employees. The use of illegal drugs and alcohol adversely affects a person’s judgment and response capabilities. Judgment and response are perhaps the two most important attributes which a civil servant, who seeks to discharge assigned duties safely and effectively, can possess. The City of Baltimore believes that the threat to public safety posed by employees who are substance abusers is a legitimate basis for establishing a drug-testing program, as described in this Policy. Substance abuse testing is appropriate when conducted for the purpose of determining whether City employees are using drugs that could affect their ability to safely perform their work. While substance abuse testing is not always required to establish that an employee is abusing drugs or alcohol, it is especially important when there is a disagreement between the employee and the supervisor about the employee’s actions. The City of Baltimore also has a legitimate interest in assuring the public that none of the City's employees are under the influence of drugs or alcohol while on duty, or on call for duty, where applicable, and that they are fully capable of performing their duties. Furthermore, the City of Baltimore has an interest in protecting its employees and supervisors from mistakes and abuse as to the application of this Substance Abuse Policy (Policy). Therefore, there will be no retaliation against any employee who reports the suspected substance abuse of another employee. I. This policy applies to all employees and those applicants for employment in sensitive positions in the Baltimore City government, except those sworn positions in the Police Department and Fire Department. The Fire and Police Departments shall issue their own departmental policies relating specifically to drug or alcohol abuse, and the employees and applicants for employment in those departments shall be subject to those departmental policies. This policy is intended to be in accordance with Maryland Code: Health-General: Title 17. Laboratories: Subtitle 2. Medical Laboratories: § 17-214. “Job-related alcohol and controlled dangerous substances testing” and all relevant State and Federal regulations. If a conflict ever arises between this Policy and the State or Federal regulations, the State or Federal regulations shall take precedence over this Policy. All applicable State and Federal regulations (including those for Commercial Drivers), but only as to the classes to which they are applicable, are hereby incorporated within this Policy. II. Abuse- Any of the following activities: Accident- A sudden, unexpected event resulting in personal injury and/or property damage. Aftercare- A programmed series of steps outlined to assist a person in continuing sobriety and/or freedom from substance abuse. Alcohol - Ethyl alcohol or ethanol. Applicant - A person who applies to become an employee of the City of Baltimore in a sensitive class, or who applies for promotion to a sensitive class within City government. Breath Alcohol Technician (BAT) - A person who instructs and assists employees in the alcohol testing process and operates an evidential breath- testing device. Chain of Custody- Special handling procedures for specimens taken as evidence of substance abuse. City - The City of Baltimore, its agents, representatives and designees, also called the Employer. Confirmation Drug Test- A second analytical procedure to identify the presence of a specific drug or metabolite, conducted independently of the initial test in order to ensure reliability and accuracy. Any established testing procedure may be used. Department/Agency Head - The chief executive officer of a department, agency or other employment unit. Department of Human Resources (DHR) - The Department of Human Resources as defined in the Baltimore City Charter (1996 Ed.). Department of Transportation (DOT)- The U.S. Department of Transportation. The regulatory agency that sets the requirements for all Commercial Driver License (CDL) holders within the United States. Detoxification - A program that assists a person to withdraw from drugs and/or alcohol in a safe, protective environment. During this period, all medical problems caused by drugs and/or alcohol are addressed and a program of education and motivation is started. Drug - Any substance, including a controlled dangerous substance, taken into the body, including alcohol, which may impair one’s mental faculties, change one’s mood and/or impair one’s physical performance. Employee - Any person employed by the City of Baltimore including any probationary, contractual, seasonal, part-time and temporary employee. This definition excludes any sworn person employed by the Fire and the Police Departments. Employee Assistance Program (EAP) - The City of Baltimore’s counseling and referral program for employees with personal problems. Follow Up Testing - A series of unannounced drug or alcohol tests given to CDL holders for the period of time required by the SAP in accordance with DOT regulations. Human Resources (HR) Designee - Any person designated by a department or agency or other employment unit of the City of Baltimore to perform the human resource function of a department or agency or employment unit. Initial Drug/Alcohol Test- A drug test used to initially detect the presence of alcohol or drugs. Intoxicated - Diminished ability to act with full physical and/or mental capability due to substance use. Mandatory Rehabilitation Program- A program mandated by the City of Baltimore as a condition for continued employment for any employee involved in an on-duty incident involving drugs and/or alcohol. Managed by the EAP, the rehabilitation program may entail several phases of treatment at a professional facility including detoxification, outpatient treatment and aftercare. Medical Review Officer (MRO) Mercy Clinic or other City of Baltimore contracted facility – A licensed physician who is responsible for recording and reviewing laboratory results generated by an employer’s drug testing program and evaluating medical explanations for certain drug test results. Monitor Program- A program managed by the EAP requiring an employee who abuses substances to report periodically on specified occasions. At such time, the employee is required to present documentation of compliance in a counseling program if so assigned, to present verification of attendance at meetings of Alcoholics Anonymous, Narcotics Anonymous or other service groups, and/or to submit to substance abuse testing. Off-Duty - Non-work hours during which an employee is completely relieved of all job-related functions. On Call - Any period of time, during which an employee is expected to remain available for duty whether on or off the work premises, e.g. being available for snow detail or for periods when the City’s emergency plan is in effect. On-Duty - Any period of work-time regardless of whether the employee is allowed to leave the premises or the job-site during periods of inactivity or break. On-Site Testing - The collection of specimens (e.g. urine; breath and possibly others such as saliva) at the City of Baltimore Occupational Medical Services facility, Mercy Clinic after hours, at the Occupational Medical Services at Mercy Hospital in the Emergency Department and performing screening testing at the time of collection with an “immediate result.” Performance Improvement Plan (PIP)– A contract, developed by the employee’s supervisor with the assistance of the department’s HR officer and the EAP, which addresses the employee’s work performance deficiencies, requires complete abstinence from drug and/or alcohol use, and requires successful completion of a Mandatory Rehabilitation Program, (including compliance with EAP treatment recommendations and the Treatment Contract) and periodic drug and/or alcohol testing. Positive test results are then confirmed by standard testing methods. Positive- Indicates the presence of an illegal drug in amount equal to or in excess of the legal cut- off level for alcohol or other drugs, or the unauthorized use of prescription or over-the-counter drugs. Post Accident Testing - Drug or alcohol testing performed after an incident involving a City-owned vehicle or a privately owned vehicle while being used for City business. Pre-placement/Pre-employment Testing- Drug or alcohol testing prior to hiring, transfer, or promotion, but after a contingent offer of employment is made based on passing all requirements and testing. Random Testing - Drug or alcohol testing of certain identified employees using a computer generated random program. Reasonable Suspicion– When an employee in the performance of duties is suspected by a supervisor of drug or alcohol use based upon specific, observations concerning the appearance, behavior, speech or body odors of the employee, which observations provide a reasonable basis to suspect substance abuse. Verifiable deterioration of the employee’s job performance that is likely to be attributable to substance abuse by the employee may also be considered. Refusal to Consent - When an employee or pre-placement candidate refuses to submit to a drug and/or alcohol testing order, or as defined in Section III, D of this Policy. Rehabilitation- A treatment plan determined by an authorized provider and approved by the EAP. Return to Duty Testing – Drug or alcohol testing following an initial positive test to determine whether an employee is able to resume previous job functions after successfully completing all requirements. Sensitive Classes- Those classes that the Department of Human Resources has specifically listed in Appendix B in this document. Sensitive classes include all City drivers and are not limited to the classes listed in Appendix B. The list of sensitive classes shall be updated by the Department of Human Resources as job classes are created, abolished or revised. Those classes may involve positions where there exists: Substance- Alcohol or drugs. Substance Abuse Control Officer (SACO) - A representative of the department or agency or other employment unit who shall provide confirmation that all necessary grounds for reasonable suspicion are in order and consistent with this Policy, approve and co-sign referrals of employees to Mercy Clinic for drug and alcohol testing, and act as a consultant for all supervisors and employees in matters relating to this Policy. Each department, agency or other employment unit shall have a list of SACOs that is available to all employees. SACOs will be specifically trained to perform all aspects of their position to include HIPAA restrictions and requirements concerning medical information. Their performance shall be evaluated on an annual basis. Substance Abuse Professional (SAP) - A person who evaluates employees who have violated a DOT drug and alcohol regulation and makes recommendations concerning education, treatment, and follow-up testing. The EAP will provide a qualified SAP (under DOT) for the City of Baltimore. Supervisor - A person authorized to train, assign, evaluate, and discipline other employees and to approve leave. Supervisory Monitoring - A process whereby the supervisor of an employee who has violated this Policy closely monitors the employee’s job performance and adherence to the terms of a properly issued Performance Improvement Plan. This shall include regular and unannounced drug and alcohol testing under the Performance Improvement Plan. Treatment Contract- A confidential contract between the Employee Assistance Program (EAP) and the employee developed by EAP. This Contract shall describe steps that shall be taken by the employee in order to be incompliance with a Mandatory Rehabilitation and Monitoring Program. Workplace – Any City-owned or utilized premises or any location where City work is performed, including City vehicles. III. A. Employees: Must become familiar with all sections of this Policy. All employees must remain free from drug or alcohol abuse. All employees are responsible for their own physical and mental condition in the workplace. Are urged to report any suspected substance abuse by any other employee during work hours, including lunch periods. Such report shall be made to the supervisor of the suspected employee, a designated SACO, any other supervisor or the Safety office. The identity of the reporting individual will be held confidential to the full extent permitted by law. Must report to their supervisor any arrests or convictions of any drug or alcohol- related crimes, whether on-duty or off-duty, including motor vehicle driving violations such as driving while intoxicated (DWI) or driving under the influence (DUI). This applies to sensitive class employees only, as defined in Appendix B. Must ensure that they comply with all sections of this Policy. Employees who violate this Policy and are given an opportunity for rehabilitation must comply with all requirements of this Policy including all terms of the Treatment Contract and the Performance Improvement Plan. Must successfully complete the Mandatory Rehabilitation Program, in addition to achieving satisfactory performance and attendance on the job in order to maintain employment with the City. Must contact the Employee Benefits Division (410-396-5830) for continuation of health insurance benefits if suspension is without pay for more than 14 days. B. Supervisors must: Document that reasonable suspicion exists based on specific, current, articulable observations concerning the appearance, behavior, speech or body order of the employee. Secure a SACO to independently verify and approve an order for any permanent employee to be tested, if the supervisor concludes that reasonable suspicion exists for testing. Upon approval by the SACO, the supervisor shall order the employee to proceed with the supervisor’s designee to the MRO or other approved site for testing. Escort (or assign a designee to escort) the employee to the MRO for testing following an accident. Adhere to current procedures for testing. These procedures are set forth in Section III B, “When Testing Is Required”, of this Policy. Not allow any employee to work until questions concerning any possible impairment are resolved. The supervisor may order retesting on subsequent days, as required. Ensure that the employee is returned to duty if the employee’s confirmatory testis negative. Perform the following actions, upon receipt of a first positive test result for an employee or if the supervisor learns through an initial self-disclosure by the employee or disclosure by the EAP of a sensitive class employee's substance abuse problem: Immediately relieve from duty, through leave or suspension for the remainder of the workday, any employee whose initial screening test indicates a positive result. The supervisor shall arrange any transportation necessary to take the employee to his or her home address of record; Work with HR designee to develop a Performance Improvement Plan; Allow employee to use available leave in case of an initial self-disclosure. Refer to Section VII (Disciplinary Actions) of this Policy upon receipt of a second positive test result and forward all letters from the EAP to the agency HR department. Approve, in the appropriate circumstances and through the guidance of the EAP counselor, an employee’s request for leave to enter detoxification or other in- patient rehabilitation. Keep an employee’s test results confidential. C. The SACO serves as the principal on-site resource person for this Policy and must be familiar with all of the Policy. The SACO must: Independently review the evidence to verify that reasonable suspicion exists for each employee identified by a supervisor for mandatory drug or alcohol testing, including post-accident tests. Approve and sign the Drug/Alcohol Testing order prior to referral to the MRO for testing. Prepare and sign a written confidential report detailing the basis for reasonable suspicion based on specific observations concerning the appearance, behavior, speech or body odors of the employee and/or verifiable deterioration of job performance. This confidential report must be forwarded to the HR designee. Serve as a consultant and answer questions from supervisors and employees regarding this Policy. Testify at disciplinary hearings, if required. Provide assurance that all aspects of his or her responsibilities under this Policy are implemented fairly and impartially. D. The HR designee must: Provide a copy of the City’s Substance Abuse Control Policy to all employees. Ensure that each employee signs an acknowledgment form for receipt of the Policy. The HR designee will provide training to employees regarding the Policy. Ensure that all supervisors are trained to recognize drug and alcohol symptoms. Be informed of the test results. Test results shall be considered confidential and shall be kept in the employee’s confidential medical file. Notify the manager/supervisor of a positive alcohol/drug test. Meet with any employee who tests positive for drugs/alcohol within 30 days of the positive test to: Provide complete information to the employee about the EAP, including the location, hours of business, telephone number and procedure for requesting leave to visit the EAP; Schedule a mandatory appointment for the employee for counseling at the EAP, to be paid for by the City of Baltimore; Prepare a written Performance Improvement Plan (PIP) for employee with the assistance of the employee's supervisor or the EAP. In conjunction with EAP, assist the supervisor in preparing a Performance Improvement Plan. Provide mandatory testing training for supervisors and SACOs in the areas of random, reasonable suspicion and post-accident testing. Review and update the list of sensitive classes when new positions are created or reclassified and submit such changes to the Department of Human Resources for approval and inclusion to this Policy. Ensure that any employee who tests positive is immediately removed from driving status or operating heavy equipment and that the Safety Officer is notified. Ensure that the appropriate discipline is administered in accordance with this Policy. Identify a sufficient number of SACOs so that they are distributed evenly among all locations and shifts. Maintain a list of current SACOs and make the list available to all managers, supervisors, employees, bargaining agents, and the Office of the Labor Commissioner. Ensure that all SACOs are specifically trained to perform all aspects of their position to include HIPAA restrictions and requirements concerning medical information. Oversee the annual evaluation of SACOs to ensure compliance with City standards. Grant the employee backpay for the length of any leave or suspension if the employee’s confirmatory test is negative. Records of any suspension shall be purged from the employee’s personnel file. Maintain a file on the employee documenting any information provided to the employee, the appointments arranged at the EAP, performance evaluations,reprimands and warnings and other disciplinary actions taken against the employee subsequent to the positive drug test result. E. The EAP must: Make the determination whether an employee who tests positive for drugs or alcohol is eligible for acceptance into the Program. If eligible, the EAP shall schedule an appointment for the employee upon the referral of the supervisor or HR designee. The only reason an employee would not be eligible for EAP services under this Policy is because of a second positive result. Obtain a copy of the drug test results from the MRO and any other reports from the employee’s supervisor relative to the employee’s work status (i.e.: attendance records, documentation of behavioral problems, etc.). Assess the employee to determine the scope of the drug or alcohol problem. Develop a treatment plan and make a referral for the employee to the appropriate treatment resource. Implement a confidential Treatment Contract with the employee that will specify the terms of a treatment plan and all treatment and monitoring expectations. Assist the supervisor in writing a Performance Improvement Plan for the employee. Make recommendations to the supervisor regarding the employee’s need for leave in order to obtain the appropriate treatment. Create and maintain records concerning compliance with Treatment Contracts, and inform the HR designee of an employee’s non-compliance with the Treatment Contract. Monitor the employee’s treatment and inform the referring supervisor when the employee’s case is closed with the EAP. Provide a Substance Abuse Professional (SAP) for the City. The SAP will evaluate employees who have violated a DOT drug and alcohol regulation. The SAP will make recommendations concerning education, treatment and follow-up testing in accordance with DOT requirements. This paragraph pertains only to employees whose positions are regulated by DOT. Recommend in writing to the employee’s supervisor, the Division of Occupational Safety and the HR designee if an employee in a sensitive position should not operate a City vehicle or perform other sensitive functions. Generally, an employee must meet specific treatment related criteria established by the EAP prior to a recommendation that the employee may return to full duties. (It is the decision of the Division of Occupational Safety to reinstate driving privileges for employees.) Recommend that an employee return to work following a first positive drug or alcohol test provided the following conditions are met: IV. A. Drugs Tested When alcohol testing is required under the provisions of this Policy, breath alcohol tests will be given to detect the presence of:
Alcohol Initial Test Confirmatory Test
Ethyl 0.02% W/V 0.02% W/V
Ethanol 0.02% W/V 0.02% W/V
If the alcohol test indicates an amount equal to or greater than .02% but less than .04%, refer to Section VII. If the alcohol test indicates an amount equal to or greater than .04%, the results shall be called “positive.” Upon receipt of a report of a “positive” test result the supervisor must refer to Section VII for disciplinary action. For all employees – where drug testing is required urinalysis tests will be given to detect the presence of:
Type of Drug or Metabolite Initial Test Confirmatory Test
Marijuana metabolites 50 ng/mL 15 ng/mL
Cocaine metabolites (Benzoylecgonine) 300 ng/mL 150 ng/mL
Amphetamines Amphetamine Methamphetamine

1000

ng/mL

500

500 ng/mL (Specimen must also contain amphetamine at a concentration of greater than or equal to 200 ng/mL).

Opiate metabolites Codeine Morphine

6 Acetylmorphine

 2000 ng/mL

2000 ng/mL

2000 ng/mL

10 ng/mL

Test for 6-AM in the specimen. Conduct this test only when specimen contains morphine at a concentration greater than or equal to 2000 ng/mL
Phencyclidine (PCP) 25 ng/mL 25 ng/mL
Only applicants in sensitive classes sent for pre-placement and promotional drug testing shall also be subject to urinalysis tests to detect the presence of:
Type of Drug or Metabolite Initial Test Confirmatory Test
(1) Methadone 300 ng/mL 200 ng/mL
Benzodiazepines 300 ng/mL 200 ng/mL
If the drug test result indicates an amount equal to or greater than the level indicated above, the results shall be called “positive” based on an MRO review. Upon receipt of a report of “positive” test result the supervisor must refer to Section VII E for disciplinary action. This list is not intended as an exhaustive inventory of every drug that may be tested for by the City. The selection of drugs will be based upon known abuses in the community and the recognized ability of the drug to affect an employee’s performance. The City shall notify its workforce and the bargaining unit agents representing City employees when a drug is added to the list for which testing is required. The MRO shall report all positive test results to the HR designee when drug or alcohol testing has been ordered. B. When Testing Is Required
Non-Regulated* Regulated (CDL)
Biennial (CDL only) Follow-up
Post-Accident Post-Accident
Probationary and Temporary Employees Pre-employment/Pre-placement
Random (sensitive employees) Random
Reasonable Suspicion/For Cause Reasonable Suspicion/For Cause
Supervisory Monitoring Return to Duty
Return to Duty
*Note: Non-regulated tests apply to all employees (including CDL holders for biennial physicals). Regulated tests apply to CDL drivers only.
i. For any CDL holder who violates this Policy or a DOT drug or alcohol regulation and seeks to resume the performance of sensitive functions, follow-up drug and alcohol testing shall be performed as follows: The SAP shall establish a written follow-up drug and alcohol testing plan. This Plan shall not be established until after the SAP determines that the CDL holder has successfully complied with all recommendations for education and/or treatment. The SAP shall present a copy of this plan directly to the HR designee. The SAP is the sole determiner of the number and frequency of follow-up tests and whether these tests will be for drugs, alcohol, or both, less otherwise directed by the appropriate DOT agency regulation. The SAP shall, at a minimum, direct that the employee be subject to six unannounced follow- up tests in the first 12 months of sensitive duty following the employee’s return to sensitive functions. The SAP may require a greater number of follow-up tests during the first 12- month period of sensitive duty. The SAP may also require follow-up tests during the first 48 months of sensitive duty following the first 12-month period. The SAP shall not establish the actual dates for the follow-up tests prescribed. The City shall not impose additional testing requirements on the employee that exceed the SAP’s follow-up testing plan. The requirements of the SAP’s follow-up testing plan shall “follow” the CDL holder through breaks in service, transfers or change in assignment. The SAP may modify the determinations concerning follow-up tests. However, the SAP shall not modify the requirement that the CDL holder take at least six follow-up tests within the first 12 months after returning to the performance of sensitive functions unless follow-up testing is conducted as directed by the SAP. The department shall carry out the SAP’s follow-up testing requirements. The department shall not allow the CDL holder to continue to perform sensitive functions unless follow-up testing is conducted as directed by the SAP. The department shall schedule follow-up tests on dates of the department’s choosing, but shall ensure that the tests are unannounced with no discernable pattern as to timing. The CDL holder shall not be given advance notice of testing. The department shall not substitute any other tests (e.g., those carried out under the random testing program) conducted on the employee for this follow-up testing requirement. The City shall not count a follow-up test that has been cancelled by the supervisor as a completed test. A cancelled follow-up test must be rescheduled. ii. Post-Accident Testing a. As soon as practicable following a motor vehicle accident involving the loss of human life, the supervisor shall order the testing of the employee operating the City vehicle at the time of the accident. The supervisor shall also order the testing of all other employees whose performance could have contributed to the accident, as determined by the supervisor using the best information available at the time of the decision. The supervisor shall ensure that any employee required to be tested for drugs and/or alcohol under this section is tested as soon as practicable and within 24 hours of the accident. Any employee who is subject to post-accident testing who fails to remain readily available for such testing, including notifying all relevant persons as required in AM-501 (City-Owned Vehicle Policy), shall be deemed by the City to have refused to submit/consent to drug and/or alcohol testing. Nothing in this section shall be construed to require the delay of necessary medical attention for any injured employee following an accident or to prohibit an employee from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident or to obtain necessary emergency medical care. If an alcohol test required by this section is not administered within two (2) hours following the accident, the supervisor shall prepare and maintain on file a record stating the reasons the test was not promptly administered. b. Non-fatal Accidents As soon as practicable following an accident not involving the loss of human life and/or property damage in which a City vehicle is involved, the supervisor shall order the testing of the employee operating the City vehicle at the time of the accident unless the supervisor determines, using the best information available at the time of the decision, that the employee’s performance can be completely discounted as a contributing factor to the accident. The supervisor shall also order the testing of all other employees whose performance could have contributed to the accident, as determined by the supervisor using the best information available at the time of the decision. The supervisor shall ensure that any employee required to be tested for drugs and/or alcohol under this section is tested as soon as practicable and within 24 hours of the accident. Any employee who is subject to post-accident testing who fails to remain readily available for such testing, including notifying all relevant persons as required in AM-501 (City-Owned Vehicle Policy), shall be deemed by the City to have refused to submit/consent to drug and/or alcohol testing. Nothing in this section shall be construed to require the delay of necessary medical attention for any injured employee following an accident or to prohibit an employee from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident or to obtain necessary emergency medical care. If an alcohol test required by this section is not administered within two (2) hours following the accident, the supervisor shall prepare and maintain on file a record stating the reasons the test was not promptly administered. iii. Pre-employment/Pre-placement Testing Applicants for non-sensitive classes will not be subject to pre-employment drug or alcohol testing. Only applicants in sensitive positions (those listed in Appendix B) shall be subject to drug and alcohol testing prior to placement in a City position. Any applicant who tests positive shall be denied the opportunity to apply for City employment for a period of one year from the date of a positive test result. In cases of existing City employees designated for promotion to a sensitive class, drug and alcohol testing shall be required prior to promotion. Any employee who tests positive shall be denied promotion to a sensitive class. Prior to the first time a driver performs sensitive functions for the City, the driver shall be subject to drug and alcohol testing. No City agency shall allow a driver, who that agency intends to hire or use, to perform sensitive functions unless that Agency has received a drug and alcohol test result indicating a verified negative test result for that driver. iv. Testing for Probationary (Initial and Promotional) and Temporary Employees Probationary employees in sensitive classes must be tested at least three times during the probationary period without prior notice to the employees. Probationary employees in non-sensitive classes must be tested on a random basis up to three times during the probationary period. Temporary employees shall be subject to reasonable suspicion testing and must be terminated immediately upon confirmation of a positive test result. Employees promoted into sensitive class positions must be tested according to the requirements of the positions. If the promotion is to a position requiring a CDL, then the employee will be subject to the CDL drug screening. If the promotion is to a sensitive, non- CDL class, the pre-placement drug screening requirements apply. Probationary (non-promotional) and temporary employees are not entitled to participation in the City’s rehabilitation program nor continued employment with the City. NOTE: A SACO is not required for testing of temporary and non-promotional probationary employees. v. Random Testing – CDL and Sensitive Class Employees All CDL holders shall be subject to regulated drug and alcohol testing and all employees in non-CDL sensitive job classifications shall be subject to unscheduled drug and alcohol testing on a random basis without the need of a Performance Improvement Plan as follows: Employees shall be randomly selected for a drug or alcohol test using a computer-based random number generator that is matched with the drivers' Social Security numbers or payroll identification numbers. Separate selections will be made for drug testing and for alcohol testing. Management shall have no input in the selection of employees for testing. Drug and alcohol testing shall be unannounced and the employee shall be tested immediately upon notification. Efforts will be made to ensure that the dates for administering tests are spread reasonably throughout the calendar year. All active employees in sensitive job classifications shall be included in this selection program. Employees who have been tested shall remain in the random pool and could be re- tested at any time. Alcohol testing may occur just before, during or after an employee performs a sensitive function. Employees selected for random testing must proceed to the test site immediately. If, however, the employee is selected while performing a sensitive job function, the supervisor shall escort the employee to the testing site as soon as is reasonable so as not to cause unnecessary disruption in the work being performed. vi. Reasonable Suspicion Where there is reasonable suspicion of drug and/or alcohol abuse by an employee, the supervisor shall call upon the SACO who shall be asked to independently verify and approve an order for the employee to submit to drug and/or alcohol testing by the MRO. If a reasonable suspicion test is required by the SACO but not performed within two hours of the order for the test, the reason for delay must be documented. Reasonable suspicion of substance abuse may be based upon, among other things, any of the following: An on-duty accident where the employee does not or cannot reasonably explain his or her behavior, or where there is evidence that the employee may have been using or under the influence of drugs or alcohol. An on-duty incident, such as a medical emergency or altercation, that is likely to be attributable to drug or alcohol use by the employee. Supervisory observation of behavior by the employee, which demonstrates that the employee may be unable to perform the employee’s job satisfactorily or which may pose a threat to the safety or health of the employee or others. Such behavior may include mental confusion, slurred speech, and the smell of alcohol or marijuana, unusually slow reflexes, unusual appearance of eyes or skin or other symptoms of drug or alcohol use. Reports from non-supervisory employees or private citizens that any supervisory or non- supervisory employee is using or is under the influence of drugs or alcohol, which have been confirmed. A confirmed report may be obtained through corroboration from another witness or source, or through physical evidence. Physical evidence of drug or alcohol use on duty by the employee. Verifiable deterioration of the employee’s job performance that, using the best information available at the time of the decision in addition to other observed behaviors, is likely to be attributable to substance abuse by the employee. A report of off-duty drug or alcohol abuse may be sufficient to presume a cause of a deterioration of performance. A supervisor who suspects substance abuse, or who receives a report of suspected substance abuse, shall initiate an investigation and contact the SACO before testing is prescribed for the employee. The SACO and the supervisor must co-sign any order for testing. Before testing is ordered, the suspected employee shall be told of the evidence supporting reasonable suspicion of substance abuse. The employee shall have the opportunity to respond to the allegations. Drug testing is not required where the employee does not contest the charge of substance abuse. However, if there is disagreement about how much alcohol was consumed or which substance(s) were used, the supervisor and SACO shall order the employee to submit for drug and/or alcohol testing through the MRO. For sensitive classes, emphasis shall be placed on the potential hazard that can be caused by substance abuse, without requiring an additional demonstration of poor work performance. Employees reporting to the MRO shall be subject to testing under the following circumstances: If an on-duty employee is sent to the MRO for any examination or treatment(even when substance abuse is not suspected) and if in the judgment of the MRO drug and/or alcohol abuse is suspected, the MRO shall act in the capacity of both the supervisor and the SACO to order a drug test. A positive drug test result shall be reported to the HR designee. For employees who are on medical or accident leave, the MRO may require those employees who appear at the clinic for examination or therapy to be tested for substance abuse if in the judgment of the MRO, the employee’s conduct and appearance suggests that the employee is impaired. A positive test result shall be reported to the HR designee. vii. Return to Duty Testing If an employee seeks to return to the performance of job functions following an initial positive test, the HR designee shall ensure that the employee takes a return-to-duty test. This test cannot occur until after the EAP has determined that the employee is in compliance with prescribed treatment. The HR designee must receive a negative drug and/or alcohol test result before the employee may resume the performance of duties. viii. Supervisory Monitoring Employees who have tested positive or self-disclosed a substance abuse problem to a supervisor and are under a Performance Improvement Plan will be subjected to unscheduled testing as follows: Drug and alcohol testing shall be unannounced, and the employee shall be tested immediately upon notification. Efforts will be made to ensure that the dates for administering tests are spread reasonably throughout the calendar year. The employee’s supervisor, HR designee or the EAP may order testing under the Performance Improvement Plan (PIP). Employees ordered to report for unscheduled drug and/or alcohol testing must be escorted to the testing site immediately. If, however, the employee is performing a sensitive function at the time of the notification, the supervisor shall instead ensure that the employee ceases to perform the sensitive function before that employee proceeds to the testing site. C. Testing Procedure Testing should occur as soon as possible, but in any event, under circumstances that will ensure that the test will accurately indicate the condition of the employee at the time of the incident. All tests will be arranged through the MRO or through the closest available medical facility that is both certified under federal and state standards and able at the time to conduct the test under reliable conditions. Any certified testing procedure may be used. At the time of testing, non-CDL employees and applicants in sensitive positions may provide a list of those medications that they have recently used. The list of medications, if provided, shall be sealed and held as confidential until there has been a positive test result. In the event of a confirmed positive test result, the list of medications shall only be disclosed to the medical professional that will determine whether the positive result was due to the lawful use of any of the listed medications. In the case of CDL holders, no list of medications shall be obtained prior to testing. The MRO may require that the employee submit proof of a prescription, and/or sign a release for additional medical information. i. Breath Examinations Any device or instrument used to measure an employee’s breath alcohol level shall meet all State and federal regulations. In case of suspected alcohol abuse, breath specimens will be taken at the testing site by having the employee exhale into the monitoring tube of the test instrument. The employee will be advised of any abnormal results. ii. Urine Examinations When urine specimens are necessary, such specimens will be obtained by having the employee void into a collection container, and the sample shall be split into two individual specimen bottles in the presence of the employee. The employee will verify that the labels on the containers are marked with his/her name and social security number. One specimen bottle, containing at least 30 ml of urine, will be used for initial drug and confirmatory tests and then frozen. The second specimen, containing at least 15 ml of urine, will be refrigerated or frozen and retained at the laboratory for possible use for split sample testing. Any positive findings will require a second independent confirmatory test with the integrity of the specimens maintained by the appropriate chain of custody. The above urine testing procedures shall be subject to change, as required for compliance with State and federal regulations. Urine specimens exhibiting abnormal pH levels, temperature, or other chemical abnormalities indicating possible adulteration will be rejected. Notification will be placed in the employee’s chart that an adulteration specimen was received. The employee should be notified of such an entry on the chart. Any request for further testing of a split sample must be made by the employee or the applicant in a sensitive position in writing and reach the MRO within five (5) business days of receipt of the results of the confirmatory test. The additional testing, at a City approved facility, shall be the financial responsibility of the employee. D. Refusal to Consent Applicants for employment to sensitive classes and applicants for promotion to positions in sensitive classes must consent to drug and alcohol testing as a condition for employment. Applicants in sensitive positions who refuse their consent to the required testing shall be denied employment or promotion. A refusal to consent is insubordination and will result in disciplinary action. An employee who is ordered to submit to a drug or alcohol test who refuses to consent will be subject to disciplinary action as stated in Section VII, C of this Policy and Rule 56 of the Civil Service Commission Rules. An employee has refused to consent to take a drug test if the employee: E. Privacy In Drug Testing Urine shall be provided in a private room with a toilet. In cases when the employee has had a previous positive test result or where there is suspicion of tampering with the specimen, the specimen shall be taken under observation. The employee may request that the observer be of the same gender. i. Confidentiality of Test Results Only the Department Head or HR designee, EAP, the Division of Occupational Safety and employee shall be informed of positive test results by the MRO. The positive test results shall be a part of the employee’s confidential Human Resource medical file. This file shall be maintained separately from any other personnel file. Except for those authorized by law as having the right of access to test results, only those members of management who have a need to know of test results shall be made aware of any test results. As part of the employee’s personnel file, test results may be offered as evidence at legal hearings held by City, State and federal agencies only as permitted under 49 CFR 40.321. The testing laboratory shall destroy the records of unconfirmed positive test results. V. The City allows employees to voluntarily seek detoxification/rehabilitation treatment for substance abuse problems through the EAP. The employee shall be expected to comply with all treatment recommendations made by the EAP. In order for an employee’s admission of a drug and/or alcohol problem to be considered voluntary, the disclosure must be made prior to the employee being ordered for drug and/or alcohol testing and prior to disclosure to a supervisor of an alcohol or drug problem. If there is a need for rehabilitation that involves loss of time from the workplace, the employee may request appropriate leave. All requests for leave are governed by the leave policies of the City. Voluntary referrals for non-sensitive class employees shall be considered confidential and generally no information will be released to a supervisor by the EAP. If the voluntary referral is related to an employee in a sensitive job classification, the EAP counselor shall inform the employee’s supervisor and recommend that the employee not perform those sensitive job duties until specific treatment criteria are met and the supervisor is notified otherwise in writing. VI. If an employee discloses a substance abuse problem for the first time to the Employer, the employee’s supervisor shall make a referral to the EAP for the employee. At the time of the disclosure to the supervisor, the supervisor shall not order the employee to submit to a drug or alcohol test. Self-disclosure does not constitute a positive test. The employee will be expected to complete a Mandatory Rehabilitation Program and comply with a Treatment Contract with the EAP. A Performance Improvement Plan shall be implemented and signed by the employee and the employee’s supervisor. Failure to comply with the Performance Improvement Plan will result in a disciplinary action consistent with this Policy. A subsequent self-disclosure will result in a drug/alcohol test during the period of the PIP. VII. As a requirement under this Policy, the supervisor shall establish a written Performance Improvement Plan (PIP) for substance abusing employees. The PIP shall be in effect for a period of one year from the date of the initial positive test. The employee shall comply with all terms of the PIP. Failure to comply shall result in disciplinary action consistent with this Policy. The PIP shall include: Technical assistance for supervisors in preparing a PIP shall be available from the HR designee and the EAP. A sample PIP is attached to this Policy as Appendix E. VIII. A. Probationary Employee Restriction A probationary employee who receives a confirmed positive test result, or who intentionally tampers with a sample provided for drug screening, or who falsifies identification or test results, shall be terminated during probation, and shall be denied the opportunity to apply for City employment for a period of one year. B. Failure to Comply with a Performance Improvement Plan Any employee who fails to comply with any portion of a Performance Improvement Plan, including successful completion of required rehabilitation on or before the deadline, shall be recommended for discipline up to and including termination. C. Refusal to Consent First Refusal to Consent to testing shall result in a 5-day unpaid suspension and placement on a Performance Improvement Plan. The employee must submit to a drug and/or alcohol test before returning to duty following a suspension or shall be recommended for termination. Second Refusal to Consent to testing shall result in a recommendation for termination of the employee. D. Consequences of a First Positive Alcohol Test Result Any employee in a sensitive class arrested for a DUI or DWI (on or off duty) shall be referred to the EAP and subject to a Performance Improvement Plan to the extent recommended by the EAP. Any employee in a sensitive class convicted of a DUI or DWI (on or off duty) shall be considered to have a positive alcohol test result under this Policy. Any employee who tests .02% W/V or above but less than .04% for alcohol shall be immediately removed from work for a minimum of twenty-four (24) hours. A Return to Duty test will not be required prior to the employee’s return to work. Any employee who tests .04% W/V or above for alcohol shall be immediately removed from the work site and suspended without pay for five (5) days. The employee shall be recommended for termination if: A first offender who is not a CDL holder, whose conduct does not fit into the above categories, shall be referred to the EAP for mandatory participation in a rehabilitation program. This does not guarantee employment in the same position. If the employee is a CDL holder, the employee shall be referred to a SAP for evaluation or recommended for termination in accordance with the Policy. The employee shall not be returned to work unless the City receives confirmation of a negative Return to Duty Drug Test. If the employee is returned to work, he or she shall be subject to follow-up testing as described by the policy. E. Consequences of a First Positive Drug Test Result An employee, who has a confirmed positive result for the first time, shall be recommended for termination if: A first offender who is not a CDL holder, whose conduct does not fit into the above categories, shall be referred to the EAP for mandatory participation in a rehabilitation program. This does not guarantee employment in the same position. The employee shall not be returned to work unless the City receives confirmation of a negative Return to Duty Drug test after a five (5) day suspension without pay. After the five (5) day suspension without pay, the employee may use accumulated leave to cover any necessary absences. If the employee is a CDL holder, the employee shall be referred to a SAP for evaluation or recommended for termination in accordance with this Policy. The employee shall not be returned to work unless the City receives confirmation of a negative Return to Duty Drug Test. If the employee is returned to work, he or she shall be subject to follow- up testing as described by this Policy. Consequences of a Subsequent Positive Drug or Alcohol Test Result If a non-sensitive class employee has tested positive, whether or not the employee has completed a Mandatory Rehabilitation Program and later tests positive for drugs or alcohol within 3 years from the date of the original test, then the employee shall be recommended for termination. If an employee in a sensitive class has tested positive, whether or not the employee has completed a Mandatory Rehabilitation Program, and later tests positive for drugs or alcohol within 5 years from the date of the original test, then the employee shall be recommended for termination. For those employees who test positive after completing the time period specified in the proceeding paragraph for their class, disciplinary actions will be based on Section D for positive alcohol test and Section E (above) for a positive drug test. No employee may be afforded more than two opportunities for rehabilitation. An employee shall be recommended for termination after two successful completions of mandatory rehabilitation programs and subsequently tests positive for drug and/or alcohol. Any employee who tampers with a sample provided for drug screening, violates chain-of-custody or identification procedures, or falsifies a test result shall be recommended for termination. IX. Applicants in sensitive positions and employees who test positive may appeal to the Baltimore Occupational Medical Services’ MRO, who is a physician, to request testing of a split specimen sample. Decisions of the MRO regarding the interpretation of an individual’s test results are subject to further appeal through the grievance and Civil Service processes. Permanent employees are entitled to follow the established grievance procedure for any violations of this Policy. Classified Civil Service employees must follow the regular Civil Service appeal procedures if they are terminated demoted or suspended for more than 30 days as a result of this Policy and wish to appeal the disciplinary action. In the event that drug or alcohol tests are found to be improperly ordered by the supervisor and SACO, the test results shall be declared invalid and all records of the test results shall be removed from the employee’s files. X. Effective January 1, 1995, under the federal Omnibus Transportation Employee Testing Act of 1991, vehicle drivers who retain a (Maryland) Commercial Drivers License (CDL) are required to submit to drug and alcohol testing. Many of the CDL requirements are discussed in other areas of this Policy. The drug testing rules cover the same drivers as the alcohol testing rules, however, the types of tests required and the circumstances requiring them may differ. For drug testing the types are: A. Pre-employment (This is required by federal standard as opposed to alcohol testing pre- employment which is not federally mandated): See Section III of this Policy for details on this required testing. B. Reasonable suspicion – conducted when a trained supervisor or City official observes behavior or appearance that is characteristic of drug misuse. See Section III of this Policy for details on this required testing. C. Post-accident – conducted after accidents on drivers whose performance should have contributed to the accident (as determined by Section III of this Policy). D. Random – conducted on a random unannounced basis and shall comply with all requirements of Section III. E. Return-to-Duty – conducted when an individual who has violated the prohibited drug conduct standards returns to performing sensitive duties. See Section III of this Policy for details on this required testing. F. Follow-up – shall exist, for each employee who has committed a DOT drug or alcohol regulation violation, and who seeks to resume the performance or sensitive functions under a written follow-up testing plan established by the SAP. G. The SAP – shall not establish this plan until after the SAP determines that the employee has successfully complied with all recommendations for education and/or treatment. H. The SAP – shall present a copy of this plan directly to the Agency. I. The SAP – is the sole determiner of the number and frequency of follow-up tests and whether these tests will be for drugs alcohol or both. appendix-a---sensitive-classes Sensitive classes include all City drivers and are not limited to the classes listed herein. Such classes have a substantially significant degree of responsibility for the safety of others and/or a potential in which impaired performance of the employee could result in death of or injury to the employee or others.
Job Code Description
33352 911 Lead Operator
33351 911 Operator
33355 911 Operator Supervisor
10257 Agency IT Associate
33146 Agency IT Associate (Civil Service)
33152 Agency IT Manager - I
33153 Agency IT Manager - II
10262 Agency IT Manager I
10263 Agency IT Manager II
10269 Agency IT Manager III
33157 Agency IT Manager III (Civil Service)
10258 Agency IT Specialist I
33147 Agency IT Specialist I (civil service)
33148 Agency IT Specialist II
10259 Agency IT Specialist II (Non-Civil)
10260 Agency IT Specialist III
33149 Agency IT Specialist III (Civil Service)
33154 Agency IT Specialist IV
10267 Agency IT Specialist IV (Non-Civil)
33150 Agency IT Supv/Project Manager
10261 Agency IT Supv/Project Manager (Non-Civil)
00808 Alcohol Assessment Counsel I
00807 Alcohol Assessment Counsel II
00803 Alcohol Assessment Counsel III
00802 Alcohol Assessment Dir Coord
33145 Analyst/Programmer Supervisor
41413 Animal Control Investigator
41411 Animal Enforcement Officer
83215 Aquatic Center Director
83115 Aquatic Center Leader
71425 Assistant Watershed Manager
82121 Associate Teacher Preschool (Civil Service)
53541 Asst Chief Div of Utilities
52153 Automotive Body & Fender Tech
52114 Automotive Lead Mechanic
52115 Automotive Maintenance Supv I
52193 Automotive Maintenance Worker
52110 Automotive Mechanic
52105 Automotive Mechanic Apprentice
52117 Automotive Service Writer
52725 Aviation Maintenance Prog Supv
52721 Aviation Mech Air & Powerplant
52722 Aviation Mech Inspector A & P
52723 Avionics Tech Power Plant Mech
41236 Battalion Fire Chief
41237 Battalion Fire Chief ALS
41259 Battalion Fire Chief Spec Oprn
31138 Bike Share Program Coordinator
52541 Bindery Worker I
52542 Bindery Worker II
52543 Bindery Worker III
52991 Building Maint General Supv
72492 Building Project Coordinator
01899 Building Project Coordinator (Non-Civil)
53111 Building Repairer
00082 Building Repairer I
53115 Building Repairer Supervisor
07339 Building Services Supervisor
07340 Cabinetmaker Convention Center
52231 Cabinetmaker I
52232 Cabinetmaker II
52235 Cabinetmaker Supervisor
42325 Cable Inspection Supervisor
42321 Cable Inspector
52241 Carpenter I
52242 Carpenter II
52245 Carpenter Supervisor
34211 Cashier I
34233 Cashier I Hourly
34212 Cashier II
34215 Cashier Supervisor I
54516 CDL Driver I
54517 CDL Driver II
54518 CDL Driver III
53311 Cement Finisher
00983 Chauffeur Bands R&P
71521 Chemist I
71522 Chemist II
71523 Chemist III
10286 Chief Investment Officer
10283 Chief Medical Director
00877 Chief Medical Officer Courts
00070 Chief of Fiscal Services I (Non-CSC)
72646 Chief of Surveys
41289 Chief Risk Prog Plan & Dev ALS
41288 Chief Risk Program Plan & Dev
08004 Chief State’s Attorney Lead
71412 City Arborist
71418 City Forestry Supervisor
61121 Clinical Director Health Ctr
81116 Clinical Social Work Supv
00787 Coach
42931 Code Enforcement Invst I
42933 Code Enforcement Invst II
53707 Coin Collection Worker
34241 Collections Supervisor I
34242 Collections Supervisor II
81442 Community Coordinator (Civil Service)
61251 Community Health Educator I
61252 Community Health Educator II
61253 Community Health Educator III
10224 Community Health Nurse I
62211 Community Health Nurse I
10225 Community Health Nurse II
62212 Community Health Nurse II
62215 Community Health Nurse Supv I
62221 Community Hlth Nurse I 10Mth
62222 Community Hlth Nurse II 10Mth
01959 Computer Analyst
53555 Conduit Maintenance Supv I
42261 Const Bldg Inspector I
42263 Const Bldg Inspector I DGS
42262 Const Bldg Inspector II
42264 Const Bldg Inspector II DGS
42271 Const Elect Inspector I
42273 Const Elect Inspector I DGS
42272 Const Elect Inspector II
42274 Const Elect Inspector II DGS
42281 Const Mech Inspector I
42283 Const Mech Inspector I DGS
42282 Const Mech Inspector II
42284 Const Mech Inspector II DGS
42221 Construction Project Supervisor I
42222 Construction Project Supv II
33120 Control System Lead Operator
33119 Control System Operator
33105 Control System Operator Supv
07831 Court Laboratory Assistant
00898 Court Reporter
00071 Court Security Assistant
00072 Court Security Assistant Supv
00867 Court Technologist
33216 Crime Laboratory Assistant
10220 Crossing Guard
82190 Crossing Guard
82195 Crossing Guard Supervisor I
62425 Dental Asst Board Qualified
62441 Dental Hygienist I
62442 Dental Hygienist II
10281 Deputy Police Commissioner (Non-Sworn)
10281S Deputy Police Commissioner (Sworn)
10256 Dir ATVES
82125 Dir Day Care Center
62312 Dir Oral Health Services
54492 Drawbridge Operator
54437 Driver I
54439 Driver II
00631 Driver Library
74392 Economic Empowerment Officer
53421 Elect Mech St Lighting I
53422 Elect Mech St Lighting II
53425 Elect Mech Supv St Lighting
54352 Electrical Maint Tech II
54353 Electrical Maint Tech III
54355 Electrical Maint Tech Supv I
54356 Electrical Maint Tech Supv II
52215 Electrical Mech Supv
52210 Electrical Mechanic Apprentice
52211 Electrical Mechanic I
52212 Electrical Mechanic II
52216 Electrical Supv Licensed
62721 Emergency Medical Aide
62710 Emergency Medical Technician
33691 Employee Assistance Counselor I
33696 Employee Assistance Counselor II
33697 Employee Assistance Counselor III
41206 EMT Fire Fighter
42932 Environment Crimes Invst
42251 Environmental Inspector
42511 Environmental Sanitarian I
42512 Environmental Sanitarian II
42992 Environmental Technician
61291 Epidemiologist
61293 Epidemiologist Supervisor
62723 Field Health Services Supv
72616 Field Survey Supervisor
41256 Fire Capt Urban Search Rescue
41238 Fire Captain
41239 Fire Captain ALS
41292 Fire Captain OEM ALS
41287 Fire Captain Safety & Risk Mgm
41270 Fire Captain Safety Health ALS
41275 Fire Captain Special Operation
41276 Fire Captain Special Opns, ALS
41258 Fire Captain USR ALS
00110 Fire Commander
00110 Fire Commander
41301 Fire Dispatch Supv Training QA
41245 Fire Emergency Serv Ins Supv
41244 Fire Emergency Serv Instru
41246 Fire Emergency Serv Instru ALS
41247 Fire Emergency Srvc Supv ALS
41218 Fire Emergency Veh Drvr ALS
41208 Fire Emergency Vehicle Driver
41248 Fire Lieutenant
41249 Fire Lieutenant ALS
41291 Fire Lieutenant OEM ALS
41269 Fire Lieutenant Safety & Risk
41222 Fire Lt Invst & Prev Srvcs ALS
41285 Fire Lt Safety & Health
41250 Fire Lt Special Opns Dive
41255 Fire Lt Urban Search & Rescue
41257 Fire Lt USR ALS
41217 Fire Operations Aide
41231 Fire Operations Aide ALS
41232 Fire Operations Aide Supp ALS
41219 Fire Pump Operator ALS
41266 Fire Respiratory Tech
41267 Fire Respiratory Tech ALS
33620 Fire Srvc Education Specialist
41300 Fire Systems Analyst
41215 Firefighter
41207 Firefighter Paramedic
10165 Fiscal Legislative Analyst
34424 Fiscal Officer (Civil)
52162 Fleet Quality Control Analyst
10242 Food Policy Director
00828 Forensic Psych/Eval Courts
53693 Forestry Technician
71264 Fuel Systems Specialist
53523 Gen Supt Utilities Maint Rep
81331 Geriatric Day Care Aide
33187 GIS Analyst
53155 Graffiti Removal Supervisor
53692 Greenhouse Supervisor
53675 Grounds Maintenance Supervisor
61245 Health Analysis Supervisor
62492 Health Clinic Aide
62491 Health Services Trainee
63331 Hearing & Vision Tester 10 Mth
54213 Heat Air Cond Tech III
54211 Heat Air Conditioning Tech I
54212 Heat Air Conditioning Tech II
54215 Heating & Air Cond Tech Supv I
54216 Heating Air Cond Tech Supv II
54431 Heavy Equipment Operator I
54432 Heavy Equipment Operator II
53331 Highway Maintenance Supervisor
91110 Holding Class I
91111 Holding Class II
42132 Housing Inspector
42129 Housing Inspector Apprentice
42133 Housing Inspector Senior
52134 Hydraulic Mechanic
33159 Information Tech Specialist
42231 Inspection Associate I
42232 Inspection Associate II
42911 Inspector Trainee
52620 Instrument Tech Apprentice
52625 Instrumentation Tech Supv I
52626 Instrumentation Tech Supv II
52621 Instrumentation Technician I
52622 Instrumentation Technician II
33106 IT Associate BCIT
33116 IT Deputy Director BCIT
10185 IT Director
10188 IT Division Manager BCIT
33115 IT Division Manager BCIT (Civil)
10186 IT Manager
33112 IT Manager BCIT
10187 IT Project Manager (Non-Civil)
33114 IT Project Manager BCIT
33107 IT Specialist I BCIT
33109 IT Specialist II BCIT
33110 IT Specialist III BCIT
10266 IT Specialist IV
33156 IT Specialist IV BCIT
33111 IT Supervisor BCIT
71511 Laboratory Assistant I
71512 Laboratory Assistant II
71527 Laboratory Technical Admin
71526 Laboratory Technical Supv
52941 Laborer
52942 Laborer Crew Leader I
52932 Laborer Crew Leader I (Annually)
52943 Laborer Crew Leader II
52931 Laborer Hourly
32935 Legal Assistant Supervisor
81423 Liaison Officer Safe Streets
00625 Library Bookmobile Operator
00661 Library Building Repairer
00634 Library Carpenter
42912 License and Right of Way Insp
62260 License Practical Nurse
62250 License Practical Nurse 10 Mth
00853 Licensed Clinical SW Supv
00841 Licensed Grad Social Worker (Non-Civil)
10223 Licensed Practical Nurse
00796 Lifeguard I
00797 Lifeguard II
52415 Line Maintenance Tech Supv
42941 Liquor Board Inspector I
42942 Liquor Board Inspector II
42944 Liquor Board Inspector III
33204 Liquor Brd Community Rep
75310 Loan Servicing Officer
54361 Maintenance Manager Mechanic Pumping
07348 Maintenance Mechanic
54351 Maintenance Tech Apprentice
41625 Marine Dock Master
41622 Marine Enforcement Agent I
41623 Marine Enforcement Agent II
41260 Marine Engineer Fire Dept ALS
54513 Marine Equipment Operator I
54514 Marine Equipment Operator II
41262 Marine Pilot ALS
52221 Mason I
52222 Mason II
52225 Mason Supervisor
42241 Materials Inspector
54363 Mechanical Maint Tech II
54364 Mechanical Maint Tech III
54365 Mechanical Maint Tech Supv I
54366 Mechanical Maint Tech Supv II
53813 Mechanical Sweeper Operator
63221 Medical Lab Technologist
63225 Medical Laboratory Tech Supv
10222 Medical Office Assistant
61391 Medical Office Asst
61392 Medical Office Asst 10 Mth
00852 Medical Psychiatrist Courts
81141 Mental Health Analyst
81195 Mental Health Program Asst
71531 Microbiologist I
71532 Microbiologist II
71533 Microbiologist Supervisor
54445 Motor Pool Supervisor
54441 Motor Pool Worker I
54442 Motor Pool Worker II
54421 Motor Vehicle Driver I
54411 Motor Vehicle Driver I Hourly
54422 Motor Vehicle Driver II
54412 Motor Vehicle Driver II Hourly
62294 Nurse Practioner
62293 Nurse Practioner 10 Mth
10226 Nurse Practitioner
52552 Offset Press Operator I
52553 Offset Press Operator II
54311 Operations Tech Apprentice
94311 Operations Technician I
52271 Painter I
07344 Painter I Convention Center
52272 Painter II
07390 Painter II Convention Center
52273 Painter III
52275 Painter Supervisor
41612 Parking Control Agent II
41615 Parking Control Supervisor I
41616 Parking Control Supv II
53711 Parking Meter Mechanic
53715 Parking Meter Mechanic Supv
52961 Pest Control Worker
63393 Phlebotomist
62413 Physician’s Assistant
52281 Pipefitter I
52282 Pipefitter II
52285 Pipefitter Supervisor
53290 Plant Building Maint Supv
10277 Police Captain
10276 Police Chief
10280 Police Colonel
10282 Police Commissioner
10275 Police Inspector
10279 Police Lieutenant Colonel
10278 Police Major
71211 Pollution Control Analyst I
71212 Pollution Control Analyst II
71213 Pollution Control Analyst III
71215 Pollution Control Analyst Supv
71216 Pollution Control Prog Admin
00416 Program Compliance Officer I
00417 Program Compliance Officer II (Non-CSC)
00418 Program Compliance Supervisor
10240 Program Coordinator
31192 Program Coordinator
62311 Public Health Dentist
42571 Public Health Investigator
10109 Public Health Physician
10110 Public Health Physician II
42561 Public Health Rep II
42211 Public Works Inspector I
42212 Public Works Inspector II
42213 Public Works Inspector III
54345 Pumping Stations Oprs Manager
54341 Pumping Stations Oprs Supv
54318 Pumping Technician II
54319 Pumping Technician III
54320 Pumping Technician Supervisor
52421 Radio Maintenance Tech I
52422 Radio Maintenance Tech II
52425 Radio Maintenance Tech Supv
52420 Radio Maintenance Trainee
83213 Recreation Area Manager
83211 Recreation Center Director I
83212 Recreation Center Director II
83210 Recreation Center Director III
83216 Recreation Inclusion Specialist
83111 Recreation Leader I
83112 Recreation Leader II
83113 Recreation Leader II Elder
81243 Registered Dietitian
10228 Registered Nurse - School Health
62210 Registered Nurse - School Health
62220 Registered Nurse - School Health (10 Months)
34218 Remittance Supervisor
34514 Research Analyst Supervisor
33633 Retirement Analyst I
33634 Retirement Analyst II
33641 Safety Enforcement Officer I
33642 Safety Enforcement Officer II
33643 Safety Enforcement Officer III
99000 School Crossing Guard
10221 School Health Aide
62497 School Health Aide
62494 School Health Aide 10 Mth
41240 Senior Fire Operation Aide ALS
41228 Senior Fire Operations Aide
10048 Senior Investment Analyst
81413 Senior Youth Development Tech
42311 Sewerline Video Inspector Tech
53371 Sign Fabricator I
53372 Sign Fabricator II
53790 Small Engine Mech Apprentice
53791 Small Engine Mechanic I
53792 Small Engine Mechanic II
81110 Social Work Associate I
81111 Social Work Associate II
81115 Social Work Supervisor
81112 Social Worker I LGSW
81113 Social Worker II
53812 Solid Waste Driver
53814 Solid Waste Lead Worker
53815 Solid Waste Supervisor
53811 Solid Waste Worker
41613 Special Traffic Enfor Officer
00786 Sports Coordinator
00666 Storekeeper
33561 Storekeeper I
33562 Storekeeper II
33563 Storekeeper II Auto Parts
33565 Stores Supervisor I
33564 Stores Supervisor I Auto Parts
33566 Stores Supervisor II
53312 Street Mason
53521 Supt Utilities Maint & Repair
53531 Supt Waste Water Maint Repair
72611 Survey Technician I
72612 Survey Technician II
72613 Survey Technician III
72614 Survey Technician IV
00795 Swimming Pool Attendant
00793 Swimming Pool Manager
00794 Swimming Pool Operator
82122 Teacher Preschool
82111 Teacher's Asst I
82112 Teacher's Asst II Preschool
52194 Tire Maintenance Worker I
52195 Tire Maintenance Worker II
54461 Tow Truck Operator
54440 Tractor Trailer Driver
52911 Trades Helper
42411 Traffic Investigator I
42412 Traffic Investigator II
42413 Traffic Investigator III
42415 Traffic Investigator Supv
53321 Traffic Maint Worker I
53322 Traffic Maint Worker II
53325 Traffic Maint Worker Supv
31993 Traffic Safety Coordinator
31994 Traffic Safety Manager
53411 Traffic Signal Installer I
53412 Traffic Signal Installer II
53413 Traffic Signal Installer III
53415 Traffic Signal Maint Supv
00809 Training Coordinator
31981 Transit Services Administrator
41627 Transportation Enfor Off II
41628 Transportation Enfor Supv I
41629 Transportation Enfor Supv II
41626 Transportation Enforc Off I
82191 Transportation Safety Inst I
82194 Transportation Safety Inst II
53655 Tree Service Supv I
53656 Tree Service Supv II
53651 Tree Trimmer
52920 Tree Trimmer Apprentice
71411 Urban Forester
53511 Utilities Inst Repair I
53512 Utilities Inst Repair II
53513 Utilities Inst Repair III
53515 Utilities Inst Repair Supv I
53516 Utilities Inst Repair Supv II
52951 Utility Aide
34311 Utility Meter Reader I
34312 Utility Meter Reader II
34315 Utility Meter Reader Supv
34320 Utility Meter Technician Supt
32221 Vehicle Damage Investigator
54325 Water Pumping Asst Manager
42330 Water Service Inspector
34321 Water Service Representative
54322 Water Systems Pumping Manager
54316 Water Systems Pumping Supv
54323 Water Systems Treatment Mgr
54317 Water Systems Treatment Supv
54324 Water Treatment Asst Manager
54312 Water Treatment Tech II
54313 Water Treatment Tech III
54315 Water Treatment Tech Supv
71421 Watershed Forester
53691 Watershed Maint Supv
71426 Watershed Manager
41520 Watershed Ranger I
41523 Watershed Ranger II
41524 Watershed Ranger III
41525 Watershed Ranger Supervisor
52311 Welder
52310 Welder Assistant
52315 Welder Supv
54358 WW Maint Mgr Instrumentation
54359 WW Maint Mgr Mechanical
54332 WW Opns Tech II Pump
54333 WW Opns Tech II Sanitary
54354 WW Plant Coordinator
54339 WW Plant Manager
54337 WW Plant Opns Supv
54335 WW Tech Supv I Pump
54336 WW Tech Supv II Pump
54338 WW Tech Supv II Sanitary
54334 WW Techn Supv I Sanitary
10232 WWW Division Manager I
10233 WWW Division Manager II
81410 Youth Development Aide I
81411 Youth Development Aide II
81420 Youth Development Aide Supv
81412 Youth Development Tech
appendix-b---drug/alcohol-test-order-forms Embedded Image Embedded Image appendix-c---non-regulated-drug/alcohol-pretest-noticeand-consent-forms CITY OF BALTIMORE NON-REGULATED DRUG/ALCOHOL PRETEST NOTICE AND CONSENT FORM (City Employees)
PERSON TO BE TESTED: ______________________
SOCIAL SECURITY NUMBER: ______________________
CURRENT JOB TITLE: ______________________
I hereby consent to provide a sample, as required, to City of Baltimore Occupational Medical Services (Mercy Clinic) or its agents to test for drugs or alcohol. CITY OF BALTIMORE NON-REGULATED DRUG/ALCOHOL PRETEST NOTICE AND CONSENT FORM (Applicants for Employment or Promotion)
PERSON TO BE TESTED: ______________________
SOCIAL SECURITY NUMBER: ______________________
DESIRED/FUTURE JOB TITLE: ______________________
I hereby consent to provide a sample, as required, to City of Baltimore Occupational Medical Services (Mercy Clinic) or its agents to test for drugs or alcohol. 1. I have received a copy of the Baltimore City Substance Abuse Control Policy. 2. I am aware that the drug or alcohol test will include the use of a breathalyzer, or a urinalysis for alcohol, amphetamines, benzodiazepines, cannabinoids, cocaine metabolite, methadone, opiates, phencyclidine, and other drugs ordered by the City of Baltimore Occupational Medical Services. 3. I am aware that initial test results that indicate the use of the above substance(s) will be confirmed through the use of a second, more sensitive test. 4. I am aware that if these drug/alcohol tests are positive, I may be subject to disciplinary action consistent with the Substance Abuse Control Policy, and I may be required by the City to participate in a rehabilitation program as a condition of my continued employment. 5. I am aware that if these drug/alcohol tests are positive, I have the right to provide an explanation to the Mercy Clinic and to my supervisor. I also have the right to disclose any medications I use to the Mercy Clinic, which will maintain that information as confidential. 6. I am aware that if these drug/alcohol tests are positive, I have the right to request an independent testing of the split sample for verification of the test results by a laboratory that holds a permit under Maryland laws. I understand I must pay for any such further test. I am aware that my request must be made, in writing to my agency’s Human Resources Office, within 5 business days of the date I am notified of the results.
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Signature Date
I hereby refuse to provide a breath and/or urine sample as required by my supervisor or the City of Baltimore Occupational Medical Services. I may be subject to disciplinary action consistent with the City’s Substance Abuse Control Policy.
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Signature Date
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Witness Date
I. I have received a copy of the Baltimore City Substance Abuse Control Policy. II. I am aware that the drug or alcohol test will include the use of a breathalyzer, or a urinalysis for alcohol, amphetamines, benzodiazepines, cannabinoids, cocaine metabolite, methadone, opiates, phencyclidine, andother drugs ordered by the City of Baltimore Occupational Medical Services. III. I am aware that initial test results that indicate the use of the above substance(s) will be confirmed through the use of a second, more sensitive test. IV. I am aware that if these drug/alcohol tests are positive, I may not be recommended for hire and/or may be subject to disciplinary action consistent with the City’s Substance Abuse Control Policy. I am aware that if I am currently employed with the City, I may also be required to participate in a rehabilitation program as a condition of my continued City employment. V. I am aware that if these drug/alcohol tests are positive, I have the right to provide an explanation to the Mercy Clinic and to my supervisor. I also have the right to disclose any medications I use to the Mercy Clinic, which willmaintain that information as confidential. VI. I am aware that if these drug/alcohol tests are positive, I have the right to request an independent testing of the split sample for verification of the test results by a laboratory that holds a permit under Maryland laws. I understand I must pay for any such further test. I am aware that my request must be made, in writing to my agency’s Human Resources Office, within 5 business days of the date I am notified of the results.
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Signature Date
I hereby refuse to provide a breath and/or urine sample as required by my supervisor or the City of Baltimore Occupational Medical Services. I may be subject to disciplinary action consistent with the City’s Substance Abuse Control Policy.
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Signature Date
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Witness Date
appendix-d---sample-performance-improvement-plan Performance Improvement Plan Sample J.P. Employee Bureau of ________________ WORK/BEHAVIOR WHICH REQUIRES IMPROVEMENT: A positive alcohol/drug test on (date). Other work/behavior that needs improvement if needed (e.g., additional training, sick leave, closer supervision, etc.). DEADLINES FOR IMPROVEMENT: Must comply with and be monitored by the Employee Assistance Program (EAP) until (dated usually one year later) Must be completely abstinent from drugs and alcohol according to the Baltimore City Substance Abuse Control Policy. Must maintain satisfactory performance and attendance on the job. Etc. STEPS TO BE TAKEN BY THE EMPLOYEE AND SUPERVISOR: Employee is to remain drug and alcohol free. Employee is subject to unscheduled testing by EAP Counselor or supervisor during the time the Performance Improvement Plan is in effect. Employees must comply with all EAP recommendations. Employee is to successfully complete a rehabilitation program as recommended or agreed to by EAP. Employee is to successfully complete one year monitoring by the EAP and the supervisor. Employee must comply with the Treatment Contract with the EAP and complete the Monitoring Program. Supervisor will monitor employee and send for testing at the supervisor’s discretion during the time the Performance Improvement Plan is in effect.
Superintendent/Supervisor
I EITHER ACKNOWLEDGE READING OR HAVING BEEN READ THE ABOVE MEMO.
Employee
WITNESS:
If Employee Refuses to sign ___
appendix-e---employee-acknowledgment Acknowledgment of Substance Abuse Control Policy I, [employee name], have received a personal copy of the Substance Abuse Control Policy, to review and maintain in my personal records. This signed copy acknowledges that I did receive a copy of the policy for my use. It also acknowledges that I agree to review the policy, and if I do not understand any sections that I immediately contact my supervisor for further explanation. I understand that every employee of the City of Baltimore has a right to a safe and drug- free workplace. Every citizen of Baltimore has a right to require public employees to be alcohol- free and drug-free because public health, safety and welfare are threatened by substance abuse by City employees. The City of Baltimore believes that the threat to public safety posed by employees who are substance abusers is a legitimate basis for establishing a drug-testing program, as described in this policy. Substance abuse testing is appropriate when conducted for the purpose of determining whether City employees are using drugs that could affect their abilities to safely perform their work. While substance abuse testing is not always required to establish that an employee is abusing drugs or alcohol, it is especially important when there is a disagreement between the employee and the supervisor about the employee’s actions. The City of Baltimore also has a legitimate interest in assuring the public that none of the City's employees are under the influence of drugs or alcohol while on duty or on call for duty, where applicable, and that they are fully capable of performing their duties. I am aware that any violation of the policy by me will subject me to disciplinary action, up to and including discharge from employment or contract. I also am aware that a copy of this Acknowledgment will become part of my agency personnel file.
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Print Name of Employee Employee Signature Date Signed
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Print Supervisor or Witness Supervisor/Witness Signature Date Signed