HomeMy WebLinkAbout1996 07 08 Regular Item C
. I
I
;'
,j
COMMISSION AGENDA
ITEM
c
REGULAR X
CONSENT
INFORMATIONAL
July 08. 1996
Meeting
~.
MGR. W w1 IDEPT. >-
Authorization
REQUEST: The General Services Department requests the City Commission approve the
attached Drug-Free Workplace Policy by adopting Resolution No. 782 declaring
the City of Winter Springs a "Drug-Free Workplace," and that the City
Commission consider amending the contract with the City's physician, Dr. Russell
M. Graham, M.D. for the drug testing component at the rate of$40.00 for
Five-substance screening.
PURPOSE:
,
The purpose of this Commission Item is to 1) request City Commission approval
of the Drug-Free Workplace Policy by adopting Resolution No. 782 declaring the
City of Winter Springs a "Drug-Free Workplace," and; 2) consider amending the
contract with the City's physician, Dr. Russell M. Graham, M.D. of the Alliance
Medical Group, Altamonte Springs, Florida.
CONSIDERATIONS:
· On December 11, 1995, the City Commission selected property and casualty
insurance from the Florida League of Cities. Included in the Commissions action
was the selection of a drug-free work place program that would reduce the City's
premium from $233,000 - $323,000 to $206,000 - $297,000 depending upon
losses. Annual savings to the City for the Drug-Free Workplace Program ranges
between $26,000 and $27,000.
· This Drug-Free Workplace Policy has been developed in accordance with Florida
Statutes Section 440.101 and 440.102 as well as Florida Department of Labor and
Employment Security Division of Workers Compensation Rule 38F-9.
July 08, 1996
AGENDA ITEM
Page 2
· Only the NIDA 5 Panel Drug Screen [$40/drug screen], is required to satisfy
statutory and Florida League of City requirements.
· Dr. Russell M. Graham, M.D., will use Corning Laboratories for testing, but
specimens will continue to be collected at his office located at 393 Whooping
Loop, Suite 1461 Altamonte Springs, Florida 32701.
· The proposed Drug-Free Workplace Policy applies to existing and new employees,
and requires tests under the following conditions:
a) Upon application for employment,
b) Reasonable suspicion as defined in the policy,
c) As part of a routine fitness for duty medical examination,
d) Follow-up testing on a quarterly, semiannual or annual basis up to two (2)
years after an employee enters a drug rehabilitation program.
· Dr. Russell M. Graham, M.D., is currently performing Drug Tests for all Police
Officers and Fire fighters during their annual physicals. This amendment would be
applicable to th~se annual physicals.
· According to the collective bargaining contract with the Fire Fighters Union, the
Drug Free Work Place Policy is negotiable.
ISSUES:
1) Does the City Commission desire to amend Dr. Graham's contract to include drug
screening for the following, or go out for bid? There is no requirement to
competitively bid as the estimated cost is below the $4,000 threshold in the
Purchasing Policy. The estimates for annual costs of the program are as follows:
*
Average five year new hire rate. 42/Year X $40 =
$1,680/Year
*
Average number of injuries per year. 24/Year X $40 =
$ 960/Y ear
*
Number of reasonable suspicion
referrals.
2/Y ear X $40 =
$ BON ear
*
Follow-up on Drug
Rehabilitation Program
2 IYear X $40 =
$ 80/Year
Estimated Annual Total Cost
$ 2.800.00/Yr.
July 08, 1996
AGENDA ITEM
Page 3
2) Does the City Commission desire to? :
a) Satisfy the minimum requirements of the Florida Statutes Sections 440.101
and 440.102, and the Florida League of Cities, Inc. by screening for the
NIDA 5 Panel Urine Drug Screen [$40/drug screen], for the following
substances:
'"
Cannabinoids (Marijuana)
Phencyclidene
Opiates
Cocaine
Amphetemines
'"
...
...
...
b) Implement the Chain of Custody 8 Panel Urine Drug Screen
[$45/drug screen], for the following substances:
'" Amphetamines '" PCP
... Cocaine '" Opiates
'" Methaqualone .. Cannabinoids (Marijuana)
... Barbiturates .. Benzodiazepines
c) Implement the Chain of Custody 10 Panel Urine Drug Screen
[$51/drug screen], for the following substances:
* Amphetamines ;II Opiates
* Cocaine * Methadone
... Methaqualone '" Barbiturates
* Propoxyphene * Benzodiazepines
* PCP * Cannabinoids (Marijuana)
FUNDING:
Funding will be from the General Fund and Enterprise Funds of the City. The total
funding requirements are unknown at this time.
July 08, 1996
AGENDA ITEM
Page 4
RECOMMENDA TION:
That the City Commission:
1) Adopt the proposed Drug-Free Workplace Policy by
approving Resolution No. 782, and;
2) Consider amending the City's contract with the City's Physician, Dr.
Russell M. Graham, M.D. to include drug testing at the rate of
$40.00INIDA 5 Panel Drug Screen Test.
IMPLEMENTATION SCHEDULE:
This policy is effective immediately pending legal review and sign-off for the general
employees of the City. The Fire Fighters Drug Policy will be implemented according to
contract negotiation schedules.
ATTACHMENTS:
1) Resolution No. 782.
2) Proposed Drug-Free Workplace Policy.
3) Letter dated June 28, 1996 from Russell M. Graham, M.D.
COMMISSION ACTION:
CITY OF WINTER SPRINGS
DRUG- FREE WORKPLACE PROGRAM
SUBSTANCE ABUSE POLICY AND JOB
APPLICANT AND ~LOYEE TESTING
It is the purpose of this policy to establish and proclaim the City
of Winter Springs intent to maintain a "DRUG-FREE workplace. In so
doing the City of Winter Springs has adopted this Drug-Free
Workplace Program in accordance with the requirements set forth in
Florida Statutes Section 440.101 and 440.102, as well as in
accordance to the rules established by the Florida Department of
Labor and Employment Security, Division of Workers' Compensation,
Rule 38F-9. It is a condition of employment with the City of
Winter Springs that all employees refrain from taking drugs on or
off the job. In addition to possible disciplinary procedures and
termination as a result of any violation of this Drug-Free
Workplace Program, an employee injured in the course and scope of
employment, who is tested and has a positive confirmation of drug
or alcohol use, forfeits his or her eligibility for medical and
indemnity benefits under the Worker's Compensation Act. Also, if
an injured employee refuses to submit to a test for drugs or
al cohol, as required by this Drug-Free Workplace Program, the
employee's eligibility for medical and indemnity benefits lS
likewise forfeited.
The City of Winter Springs acknowledges the problem of substance
abuse, including abuse of alcohol, in our society. Furthermore,
City of Winter Springs sees substance abuse as a serious threat to
our employees and customers. City of Winter Springs is addressing
this problem by establishing a substance abuse policy to ensure all
employees will have a drug-free workplace.
Drug and alcohol addiction is a complex, yet treatable condition.
For this reason, this drug-free workplace program is targeted at
alleviating the problem at the community level by involving and
educating employees. Policies are designed not only to eradicate
drug abuse in the workplace, but also to encourage drug users to
seek and successfully complete rehabilitative treatment. The City
of Winter Springs will also provide an annual education course for
its employees to assist them in identifying and resolving personal
and emotional problems which may result from the misuse of drugs or
alcohol.
While City of Winter Springs understands that employees and
applicants under a physician's care may be required to use
7/1/96
1
DRUG FREE WORKPLACE PROGRAM, (Con't.)
prescription or over-the-counter drugs, abuse of prescribed or
over-the-counter medications will be dealt in the same manner as
any other substance abuse. Because substance abuse and chemical
dependencies are treatable conditions, employees seeking help for
drug or a 1 coho 1 probl ems, whether vo I un tar i 1 y or through
disciplinary action, will be treated the same as those employees
with other condition as far as eligibility for health benefits
and/or sick and/or other leave. Nothing in this policy, however,
shall limit the City of Winter Springs right to enforce appropriate
disciplinary measures for violation of policy, including, if
necessary, t ermina t.i on, nor does thi s po 1 icy bind the Ci ty of
Winter Springs to payment for any care provided beyond the City's
existing employee benefits. With these basic objectives in mind,
the City of Winter Springs has established the following policy.
A. DRUG USE;
Employees are absolutely prohibited from using, possessing,
distributing, manufacturing, selling, attempting to sell or
being under the influence of drugs, while on or off the job.
As used in this policy, improper drug use is the use of any
drug which is not legally obtainable; which is legally
obtainable, but has not been legally obtained; or which is
being used in a manner or for a purpose other than
prescribed (for example, use of depressants and stimulants
not prescribed for current personal treatment by an
accredited physician). Some examples of drugs include
marijuana, amphetamines; cannabinoids; cocaine;
phencyclidine (PCP); hallucinogens (i.e., LSD);
methaqualone; opiates; barbiturates; benzodiazepines;
synthetic narcotics; or designer drugs. Employees who
violate this policy will be subject to discipline including
possible termination.
B. ALCOHOL USE:
Employees are absolutely prohibited from using, possessing,
distributing, manufacturing, selling, attempting to sell or
being under the influence of alcohol while on duty, while on
City property, or on any work site. "Alcohol" means ethyl
alcohol (ethanol) and includes use of a beverage, mixture or
preparation containing ethyl alcohol including, but not
limited to, distilled spirits, wine, malt beverages, and
intoxicating liquors. With regard to alcohol, an employee
may also be determined to be "under the influence of
alcohol" for purposes of this policy if the employee as a
blood level of .05 g/dl% or higher. Employees who violate
this policy will be subject to discipline including possible
termination.
2
7/1/96
C. USE OF PRESCRIPTION AND NONPRESCRIPTION MEDICATION
Employees must notify their supervisor when using any
medication that may limit their ability to perform their
job. Such notification may be confidentially given.
Verification of any and all medication may be required.
Where prescription medication is involved, verification may
include the employee submitting a prescription copy of a
physician's statement showing medication required and dates
of use. Failure to report the use of medication or failure
to verify the use of medication may result in discipline
including possible termination.
D. ARREST AND CONVICTION FOR DRUGS
1. It is a condition of employment with City of Winter
Springs that any employee convicted of any criminal drug
violation occurring in the workplace or off-the-job must
report such conviction to their supervisor or manager
within five (5) calendar days of such conviction.
Furthermore, a nolo contendere plea for drug activity is
also to be reported in the same manner.
2. In deciding what action to take, the supervisor and
department director will take into consideration the
nature of the charges, the employee's present job
assignment, the employee's record with the City, and
other factors relative to the impact of the employee's
conviction or nolo contendere plea upon the conduct of
City business.
E. DUTY TO REPORT EMPLOYEE DRUG AND SUBSTANCE ABUSE
Employees must immediately report violations of these
policies by other employees. Any employee who, in good
faith based on reasonable suspicion, reports an alleged
violation of this policy, or any supervisor who investigates
or takes action in good faith based on reasonable suspicion,
shall not be harassed, retaliated against, or discriminated
against in any way for making reports or participating in
any investigation or action based thereon. To the greatest
extent possible, the reporting of employee drug and
substance abuse will be kept confidential.
F. CONFIDENTIALITY
1. All information, interviews, reports, statement
memoranda, and drug test results, written or otherwise,
received by the City through a drug testing program will
be kept confidential. Also, employers, laboratories,
employee assistance programs, drug and alcohol
rehabilitation programs, drug and alcohol rehabilitation
7/1/96 3
~
7/1/96
DRUG-FREE WORKPLACE PROGRAM, (Can't.)
programs and their personnel who receive or have access
to information concerning drug tests results shall keep
all information confidential. Unless compelled by a
hearing officer, court or professional or occupational
licensing board, information regarding drug testing may
be released only by voluntary written consent of the
person tested.
2. Information on drug test results shall not be released
or used in any criminal proceeding against the job
applicant or employee. Information released contrary to
this section shall be inadmissible as evidence in any
such criminal proceeding.
3. Nothing in this provision shall be construed to prohibit
the City, agent of the City, or laboratory conducting a
drug test from having access to employee drug test
information when consulting legal counsel in connection
with actions brought under or related to Rule 38F-9 or
when information is relevant to a defence in a civil
administrative matter.
G. DRUGS FOR WHICH THE EMPLOYER MAY TEST AND DRUGS THAT MAY
AFFECT RESULTS OF A DRUG TEST
1. The following is a list of all drugs for which City of
Winter Springs will test the job applicant or employee:
Alcohol
Amphetamines
Cannabinoids
Cocaine
Phencyclidine
Methaqualone
Opiates
Barbiturates
Benzodiazepines
Synthetic Narcotics:
Methadone
Propoxyphene
2. The following is a list of over-the-counter and
prescription drugs which could alter or affect the
outcome of a drug test:
a. ALCOHOL - all liquid medications containing ethyl
alcohol (ethanol). (The label will indicate alcohol
content)
b. AMPHETAMINES - Obetrol, Biphetamine, Desoxyn,
Dexedrine, Didrex
4
DRUG-FREE WORKPLACE PROGRAM, (Can't.)
c. CANNABINOIDS - Marinol (Dronabinol, THC)
d. COCAINE - Cocaine HCI topical solution (Roxanne)
e. PHENCYCLIDINE - Not legal by prescription
f. METHAQUALONE - Not legal by prescription
g. OPIATES - Paregoric, Parepectolin, Donnagel PG,
Morphine, Tylenol with Codeine, Empirin with
Codeine, APAP with Codeine, Aspirin with Codeine,
Robitussin AC, Guiatuss AC, Novahistine DH,
Novahistine Expectorant, Dilaudid (Hydromorphone),
M-S Cantin and Roxanol (morphine suI fate), Percodan,
Vicodin, etc.
h. BARBITURATES - Phenobarbital, Tuinal, Amy tal,
Nembutal, Lotusate, Fiorinal, Fioricet, Esgic,
Butisol, Mebaral, Butabarbital, Butabital,
Phrenilian, Triad, etc.
~. BENZODIAZEPHINES - Ativan, Azene, Clonopin, Dalmane,
diazepam, Librium, Xanax, Serax, Tranxene, Valium,
Verstran, Halcion, Paxipam, Restoril, Centrax.
j. METHADONE - Dolophine, Methadose
k. PROPOXYPHENE - Darvocet, Darvon N, Dolene, etc.
H. JOB APPLICANT DRUG TESTING
1. A job applicant who has applied for a position with the
City of Winter Springs and has been offered employment
conditional upon successfully passing a drug test will
undergo screening for the presence of drugs or alcohol.
An applicant who refuses to take the test or whose test
results are confirmed positive will be denied employment
at that time, but may initiate another employment
inquiry with the City after one (1) year. Positive test
results may be challenged by the applicant.
2. The job applicant has the right to consult the testing
laboratory for technical information regarding
prescription and nonprescription medication and the
possible affect these drugs may have on the outcome of
a drug test. If the job applicant is using prescription
or nonprescription medications, which may affect the
outcome of a drug test, he must report the use of the
7/1/96 5
7/1/96
DRUG-FREE WORKPLACE PROGRAM, (Con't.)
medication to the City's Employee Relations Coordinator.
This may be done confidentially, whether before or after
the drug test.
I. EMPLOYEE DRUG TESTING
The City will maintain drug testing practices to identify
employees who are working under the influence of drugs or
alcohol. It shall be a condition of continued employment
for all employees to submit to the following drug tests:
1. Reasonable Suspicion: May include, but is not necessary
limited to:
a. observable phenomena while at work, such as direct
observation of drug use or the physical symptoms of
being under the influence of a drugs, such as
drowsiness or sleepiness, slurred or incoherent
speech, unusually aggressive behavior, severe mood
swings, lack of coordination and the like;
b. abnormal conduct or erratic behavior or a
significant deterioration in work performance;
c. a report of drug use, provided by a reliable and
credible source;
d. evidence that an individual has tampered with a drug
test during his employment with City of Winter
Springs.
e. when there is information that an employee has
caused or contributed to an accident or has been
involved in an accident while at work;
f. When there is evidence that an employee has used,
possessed, sold, solicited, or transferred drugs
while working or while on the City property or
while operating the City vehicles, machinery or
equipment.
2. As part of a routine fitness for duty medical
examination.
3. Follow-up testing on a quarterly, semi-annually or
annually for up to two (2) years after an employee
enters a drug rehabilitation program.
6
7/1/96
DRUG-FREE WORKPLACE PROGRAM, (Con't.)
4. The employee has the right to consult the testing
laboratory for technical information regarding
prescription and non-prescription
medication and the possible affect these drugs may have
on the outcome of the drug test. If the employee is
using prescription or non-prescription medications,
which may affect the outcome of a drug test, the
employee must report the use of the medications to the
City's Employee Relations Coordinator. This may be done
confidentially, whether before or after the drug test.
5. Employees who are directed to submit to such a test and
refuse to do so are guilty of misconduct and will be
subject to discipline including possible termination.
Likewise, if the test results are confirmed positive,
the employee will be guilty of misconduct and subject to
discipline including possible termination.
J. CONFIRMATION OF DRUG TEST RESULTS
City of Winter Springs will not terminate, discipline,
refuse to hire, discriminate against, or request or require
rehabilitation of a job applicant or employee on the sole
basis of a positive test result that has not been verified
by a confirmation test. A confirmation test is a second
analytical procedure run on a sample that was positive on
the initial screening test. The confirmation test will be
different in scientific principal from that of the initial
test procedure.
K. CHALLENGE OF A POSITIVE DRUG TEST RESULT
1. A job applicant or employee who receives a positive
confirmed drug test result may contest the result to the
City of winter Springs within (5) five working days
after written notification of the positive test result.
If City of Winter Springs finds the explanation
unsatisfactory, the City of Winter Springs shall within
(10) ten working days of receipt of the challenge
provide a written response to the job applicant or
employee as to why the explanation is unsatisfactory,
along with the report of the positive results.
2. A job applicant or employee may also challenge the
positive test results by court action. Further, the
employee may file a claim for worker's compensation
benefits pursuant to Florida Statutes, Chapter 440, if
injured in a workplace accident.
7
DRUG-FREE WORKPLACE PROGRAM, (Con't.)
3. It is the responsibility of the job applicant or
emp 1 oyee t.o not i fy the 1 abo ra to!."'y of a pending chall enge
of the positive test results and of the need to retain
the test sample until the case is settled.
L. CONSEQUENCES OF CONFIRMED POSITIVE TEST RESULTS
1. If an employee tests positive, the department shall
immediately place the employee on personal leave. If
there is insufficient accrued personal leave, the
employee will be placed on leave of absence without pay.
The purpose is two-fold:
a. To prevent the employee from endangering co-workers,
the public, or himself.
b. To provide an opportunity for the employee to be
referred to the Employee Assistance Program or other
appropriate treatment program.
2. An employee who has tested positive and who has been
referred to the Employee Assistance Program or other
appropriate treatment and who refuses this referral
shall be terminated for cause.
3. An employee who accepts treatment must understand he/she
is required to complete such program. Failure to do so
will result in termination for cause.
4. An employee who completes treatment will be required to
furnish proof of such completion to the Employee
Relations Coordinator. This proof will be reviewed by
City of Winter Springs' designated competent medical
authority as part of a fitness for duty medical
examination prior to the employee being reinstated to
work status.
5. Special risk employees may be terminated or disciplined
for the first positive confirmed drug test when illicit
drugs pursuant to Florida Statutes Section 893 are
confirmed. No special risk employee shall be permitted
to continue to work in a "safety-sensitive" position,
but may be placed either in a "non-safety-sensitive
position or on personal leave while participating in a
rehabilitative program.
6. Voluntary Request for Treatment.
a. An employee who seeks voluntary treatment for
alcohol or drug related problems and he/she has not
7/1/96 8
7/1/96
DRUG-FREE WORKPLACE PROGRAM, (Con't.)
been previously tested and confirmed as positive may
do so without consequence of disciplinary action
assuming he/she has not been involved in any other
aspect covered under 1. above. Every degree of
confidentiality shall be afforded in a case such as
this.
b. An employee in this category shall be placed on
personal leave. If there is insufficient accrued
personal leave, the employee will be placed on leave
of absence without pay.
c. The employee must understand he is to complete the
treatment program and will be required to furnish
proof of such completion to the Employee Relations
Coordinator. This proof will be reviewed by the
City of Winter Springs' designated competent medial
authority as part of a fitness for duty medical
examination prior to the employee being reinstated
to work status.
M. EMPLOYEE ASSISTANCE PROGRAM POLICY
1. City of Winter Springs is aware that many personal
problems can and do interfere with an employee's ability
to perform on the job. These problems may include
emotional and mental conditions, family and marital
stress, physical condition, financial problems, as well
as abuse of alcohol or drugs.
2. Employees whose job performance problems are not related
to lack of skill and who do not respond satisfactorily
to the usual disciplinary procedures are frequently in
need of professional assistance. With proper help, many
troubled employees can be restored to a satisfactory
level of job performance. However, if the underlying
problems or conditions or problems are ignored, they may
worsen over time, eventually rendering the person
unemployable.
3. City of Winter Springs will not discharge, discipline,
or discriminate against an employee solely upon the
employee's voluntarily seeking treatment, while under
the employment of the City of Winter Springs, for a
drug-related problem is the employee has not previously
tested positive for drug use, entered an employee
assistance program for drug-related problems, or entered
an alcohol and drug rehabilitation program.
9
DRUG-FREE WORKPLACE PROGRAM, (Con't.)
4. To help avoid this waste of human resources, city of
Winter Springs has compiled the following list of names,
addresses, and telephone numbers of employee assistance
programs and local alcohol and drug rehabilitation
programs available to employees. (See Attachment)
5. Confidentially of participation in the above program(s)
is assumed to the fullest extent possible. No
information regarding the nature of the personal problem
will be made available to supervisors, nor will it be
included in the permanent personnel file.
6. Participation in an EAP or alcohol and drug
rehabilitation program will not affect an employee's
future career advancement or employment; however,
participation will not protect an employee from
disciplinary action of substandard job performance
continues. Participation in an EAP or alcohol and drug
rehabilitation program is a process in conlunction with
disciplinary action, not a substitute for disciplinary
action. Participation in an EAP or local alcohol and
drug rehabilitation programs can be accessed by an
employee through self-referral or by supervisory
referral.
N. SELF-REFERRAL
In a self-referral, the employee contacts the EAP or
alcohol and drug rehabilitation counselor directly. The
employee is assured that no one in the City will be
notified.
O. SUPERVISORY REFERRAL
Supervisors will not attempt to diagnose the nature of an
employee's problem. However, the supervisor will be
alert to changes in behavior that may signal a problem,
such as:
absenteeism
chronic lateness
personality change
decline in work quality
unusual behavior
1. It is the responsibility of the City's supervisors to
appropriately and confidentially confront an employee
whenever they see changes in performance that suggest an
10
7/1/96
DRUG-FREE WORKPLACE PROGRAM, (Can't.)
employee may have a pLoblem. The supervisor may suggest
that the employee voluntarily seek help from an EAP or
from a local alcohol and drug rehabilitation program:
2. Referrals can take place at any time in the disciplinary
process, or may take place if an employee confides in
the supervisor that he or she is having a problem of a
personal nature.
P. FORMAL REFERRAL
In circumstances where termination could occur, the
supervisor may opt to instead give the employee another
opportunity to improve his or her performance by formally
referring the employee to an EAP or local alcohol and
drug rehabilitation program. If the employee refuses to
be referred to an EAP or alcohol and drug rehabilitation
program, the employee may be asked to sign an
acknowledgement indicating his or her failure to go to an
EAP or local alcohol and drug rehabilitation program and
indicating that failure to improve performance to an
acceptable level will result in termination. The supervisor
may ask an EAP or local alcohol and drug rehabilitation
program counselor to verify that the referred employee is
attending the program and following through on the
counselor's recommended actions.
Q. CONCLUSION
If after carefully reviewing this Drug-Free Workplace
Program, you have questions regarding City of Winter
Springs policies, you may contact Mary Wilson, Employee
Relations Coordinator of the City's Human Resources
Department or her designee at 407-327-1800. Any questions
you may ask regarding this policy will be kept confidential.
Job applicants and employees have the right to
confidentially consult the City's Medical Review Officer
(MRO) for technical information regarding prescription and
non-prescription medication and may contest or explain a
positive test result to the MRO.
11
7/1/96
CRISIS INFORMATION AND REFERRAL
Employees may seek infor~ation regarding drug and/or alcohol abuse
counseling and treatment from the following organizations:
BREVARD COUNTY
Crisis Services of Brevard, Inc.
(407) 631-8944
Hours/Days: 24 Hours a Day/7 Days a Week
Dial for Help (Senior Helpline)
(407) 631-2747
Hours/Days: 9:00 a.m. - 5:00 p.m./Monday-Friday
Type: Generic Information and Referral/Specialized
Information and Referral Service, Elderly
ORANGE COUNTY
Human Services Council of Orange & Osceola Counties
(407) 397-6464
(407) 846-7685 Osceola
(407) 629-1289 Seminole
(407) 894-1447 TDD
Hours/Days: 8:00 a.m. - 5:00 p.m./Monday-Friday
Type: Generic Information and Referral Service
We Care
(407) 425-2624
TDD Accessible
Hours/Days: 24 Hours a Day/7 Days a Week
Type: Crisis Intervention Service.
OSCEOLA COUNTY
Human Services Council of Orange & Osceola Counties
(407) 897-6464
(407) 846-7685 Osceola
(407) 629-1289 Seminole
Hours/Days: 8:00 a.m. - 5:00 p.m./Monday-Friday
Type: Generic Information and Referral Service
Heart of Florida United Way Osceola area Office
(407) 846-3271
Hours/Days: 8:30 a.m. - 5:00 pm./Monday-Friday
Type: Generic Information and Referral Service
12
7/1/96
CRISIS INFORMATION AND REFERRAL CON'T.
Help Now
(407) 847-8311
Hours/Days: 24 Hours a Day/7 Days a Week.
Type: Crisis Intervention Service
SEMINOLE COUNTY
Human Services Council of Orange County
(407) 894-1441
(407) 846-7685 Osceola
(407) 629-1289 Seminole
(407) 894-1447 TDD
Hours/Days: 8:00 a.m. - 5:00 p.rn./Monday-Friday
Type: Generic Information and Referral Service
We Car Crisis Center, Inc.
(407) 425-2624
TDD Accessible
Hours/Days: 24 Hours a Day/7 Days a Week
Type: Crisis Intervention Service
VOLUSIA COUNTY
A.C.T. Corp.
(904) 255-7384
Hours/Days: 24 Hours a Day/7 Days a Week
Type: Generic Information and Referral
Service/Crisis
Intervention Service
Anti Recidi vi s t Ef fort, Inc. (ARE)
(904) 255-0444
Hours/Days: 24 Hours a Day/7 Days a Week
Type: Informatlon and Referral
United Way Citizen's Information and Referral Service
(904) 455-8502
(904) 734-9430 West Volusia
(904) 427-7714 South Volusia
Hours/Days: 24 Hours a Day/7 Days a Week
Type: Generic Information and Referral Service
Hours/Days: 24 Hours a Day/7 Days a Week
Type: Generic Information and Referral Service
Volusia County Council on Aging
(904) 253-4700
1-800-544-8127 Better Living for Seniors
Hours/Days: 8:30 a.m. - 5:00 p.m./Monday - Friday
Type: Specialized Information and Referral Service, Elderly
13
7/1/96
CRISIS INFORMATION AND REFERRAL CON'T.
West Volusia Memorial Hospital
(904) 738-5433
Hours/Days: 24 Hours a Day/7 Days a Week
Type: Crisis Hotline
CONTACT PERSON
Questions about the City's Drug-Free Workplace Program should be
directed to Mary Wilson, Employee Relations Coordinator of the
City's Human Resources Department or her designee at 407-327-1800.
Job applicants and employees have the right to confidentially
consul t the Ci ty' s Hedical Review Officer (MRO) for technical
information regarding prescription and non-prescription medication
and may contest or explain a positive test result to the MRO.
14
7/1/96
MEDICAL CARE COORDINATOR
Testing will be performed at Corning Laboratories, whose local
address is 541 East Horatio Avenue, Maitland, FL 32751.
Corning Laboratories
541 East Horatio Avenue
Maitland, FL 32751
Medical Review Officer:
The Alliance Medical Group
Dr. Russell M. Graham, M.D.
393 Whooping Loop, Suite 1461
Altamonte -Springs, FL 32701
(407) 331-5511
15
7/1/96
CITY OF WINTER SPRINGS
DRUG- FREE WORKPLACE PROGRAM
CERTIFICATE OF AGREEMENT
I do hereby certify that I have received and read the City of
Winter Springs Drug Testing Policy and I have had the drug-free
workplace program explained to me. I understand and agree that I
will submit to a drug test when I am requested to do so by City of
Winter Springs management. I also understand that failure to
submit to a drug testing request will lead to termination. A
positive test result may lead to termination of employment.
Name (Print)
Date
Signature
7/1/96
CITY OF WINTER SPRINGS
DRUG- FREE WORKPLACE PROGRAM
NOTICE
WE DRUG TEST
As part of our commitment to a drug-free workplace, we require our
applicants to submit to a drug test.
Your refusal to take the
test, or your failure to pass the test according to our minimum
standards, will disqualify you from further consideration for
employment.
If you become employed by our organization, you may be required to
again submit to a drug test as requested, or your failure to pass
the test in accordance to minimum standards, will result In your
termination of employment.
7/1/96
CITY OF WINTER SPRINGS
DRUG- FREE WORKPLACE PROGRAM
PRE- EMPLOYMENT AGREEMENT
(PLEASE READ CAREFULLY)
I freely and voluntarily agree to submit to a drug test as part of
my application for employment. I understand that either my refusal
to submit to the drug test or my failure to qualify according to
the minimum standards established by the City of Winter Springs for
this examination will disqualify me from further consideration for
employment.
I further understand that upon commencement of employment with the
City of Winter Springs, I may again be required to submit to a drug
test. I understand that my refusal to take a requested drug test
or my failure to meet the minimum standards set for the
examination, may result in immediate suspension or discharge.
I have read in full and understand the above statements and
conditions of employment.
Applicant's Signature
Date
7/1/96
CITY OF WINTER SPRINGS
DRUG-FREE WORKPLACE PROGRAM
The following is a list of all drugs for which the City of Winter
Springs may test the job applicant or employee:
Alcohol
Amphetamines
Cannabinoids
Cocaine
Phencyclidine (PCP)
Methaqualone
Opiates
Barbiturates
Benzodiazpines
Methadone
Propoxyphene
The following is a list of some over-the-counter and prescription
drugs which could alter or affect the outcome of a drug test:
a. Alcohol - all liquid medications containing ethyl alcohol
(ethanol) (the label will indicate alcohol content including
distilled spirits, wine, malt beverages or intoxicating
liquors
b. Amphetamines - Obetrol, Biphetamine, Desoyxyn, Dexedrine,
and Didrex
c. Cannobinoids - Marinol (Dronabinol, THC)
d. Cocaine - Cocaine Hcr topical solution (Roxanne)
e. Phencyclidine - not legal by prescription
f. Methaqualone - not legal by prescription
g. Opiates - Paregoric, Parepectolin, Donnagel PG, Morphine,
Tylenol with Codeine, Emprim with Codeine, APAP with
Codeine, Aspirin with Codeine, Robitussin AC, Guiatuss AC,
Novahistine DH, Novahistine Expectorant, Dlaudid
(.Hydromorphon), M-S Contin and Roxanol (morphine sulfate),
perdocan, Vicodin
h. Barbiturates - Phenobarbital, Tuinal, Amy tal, Nembutal,
Seconal, Lotusate, Fiorinal, Fioricet, Esgic, Butisol,
Mebaral, Butabarbital, Butabital, Phrenilian, Triad
7/1/96
Page 2 of 2
City of Winter Springs
Drug-Free Workplace Program
List of all druqs for which the City may test (Continued)
1. Benzodiazephines - Ativan, Azene, Clonopin, Dalmane,
Diazepam, Librium, Xanax, Serax, Tranxene, Valium, Verstran,
Halcion, Paxipam, Restoril, Centrax
J. Methadone - Dolophine, Methadose
k. Propoxyphene - Darvocet, Darvon N, Dolene
7/1/96
......,.... .....-.,.. ......................'"i..:.:.!i-;,,:{...,.
MEMORANDUM
TO: ALL EMPLOYEES
VIA: Ronald W. McLemore, City Manager
FROM: Mary Wilson, Employee Relations Coordinator
SUBJECT: DRUG-FREE WORKPLACE POLICY
DATE:
On the City Commission adopted Resolution No.
establishing a Drug-Free Workplace Policy.
The primary intent of this Resolution is to promote and maintain a
Drug-Free Workplace in order that the City of Winter Springs may
have a healthy and productive work force. In addition, we want to
provide our employees working conditions free from the effects of
drugs and alcohol and ensure quality services for the benefit of
our citizens and the general public.
Effective the City of Winter Springs will implement
its Drug-Free Workplace Policy. The Resolution establishes
standards that assure fai rand accurate t es ting f or drugs and
alcohol in the workplace and provides protection for those
employees and job applicants required to participate in the drug
testing program. You may also be subject to either a loss in or
reduction of benefits should you violate this policy.
Attached is a copy of the Drug-Free Workplace Resolution for you to
read. The Policy will be explained to you in a classroom setting
during the month of
If you have any questions, contact your Department Head, the
General Services Director or me at 407-327-1800.
7/1/96
LRKESIDE FRMILY MED.
Fax:4073316769
Jut! 28 '96
THE
LLIAN-CE
~
MEDICAL GROUP
.lr': .... ....... ,.-..... .--)r- \- r''-' .
1 .~>'\:; '.J:.... ..~.J I ~-. ~..-: :: I( ~..J . .;;.':.1 ~
:;i~l;~'''' \;. :;1 ),) \JI/ ~.~ .~.
\ ).'.1 ,..';"'1 ,\,..:.~...... \.1 .rf II
., -~ . .1.... -'-' ..j"'.
t.).,.:. ).':j;.;J .. '-1,
\"'!' .0(2' ..
, : ~ .
l4
· JUN281996 .
June 28, 1996 .
ClfY Of WINTER SPRI1'ld
'" P.ERSONHR
John Ketteringham, Director
General Services
City of Winter Springs
1126 East S.R. 434
Winter Springs, Fl. 32708
Dear Me. Ketteringharn:
nus is in response to your letter and our conversation at Wednesday's
meeting:
1. We would like to provide drug testing services
for all Winter Springs employees.
2. I will act as the MRO for these services.
3.
We will be utilizing Coming Laboratories,
whose local address is 541 East Horatio Avenue,
Maitland, Borida 32751. (The specimens will be
collected in our office in Altamonte Springs,)
Our charge for the 5 panel (NIDA) test is
$40.00; for the 8 panel ("Chain of Custody") is
$45.00; for the 10 panel ("Chain of Custody") is
$51.00.
4.
Sinp~I:}Y;rs,{ ~
~~~CL~ Q)
Russell M. Graham, M.D.
393 Whooping Loop. Suite 1461 . Altamonte Springs, FL 32701
(407) 331.5511
2:27
P.Ol
Russell M. Graham. M.D.
Diplomate,
American Board
of Family Practice
Robert J. Rice, PA.C
Certified
Physician Assistant
Diane K. Constantine
Administrator
,-AillANd-~
..L .A. MU::~L Cl0V'
Joseph A. Canni~zaro, M.D.
Jeffery A. Gasser, CEO
Amer Helbaoui, M.D.
. Graciela Martinez, M.D.
Alfonso Mireles, M.D.
Raul E. Tamayo, M.D.
Fernando Tapia, M.D.
Randy S. Tompkins, M.D.
Lewis Wasserman, M.D.
RESOLUTION NO. 782
A RESOLUTION OF THE CITY OF WINTER SPRINGS,
FLORIDA, ESTABLISHING A DRUG-RREE WORKPLACE
POLICY FOR THE CITY OF WINTER SPRINGS PROVIDING
FOR.CONFLICT, SEVERABILITY AND EFFECTIVE DATE.
WHEREAS, the City Commission at its regular meeting of December 11, 1995
awarded Property and Casualty Insurance to the Florida League of Cities, Inc, and;
WHEREAS, the City Commission acquired a Drug-Free Workplace credit, reducing
the premium by $26,000 to $27,000 annually and;
WHEREAS, this Drug-Free Workplace Policy satisfies the requirement of the
Florida League of Cities for the premium credit/reduction.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY
COMMISSION OF THE CITY OF WINTER SPRINGS,
FLORIDA THAT:
The attached Drug-Free Workplace Policy be adopted as the official policy of the
City of Winter Springs, Florida and implemented accordingly.
PASSED AND ADOPTED THIS ~ DAY OF July. 1996.
CITY OF WINTER SPRINGS, FLORIDA
.M-
F. BUSH, MAYOR
ATTEST:
~/t-xi~
. CITY LERK