8 3. The following results must be retained for 1 year: Records of negative drug and alcohol results less than 0.02 B. Types of Records: 1. Collection processes: - Random selection documents - Reasonable suspicion documents - Post-accident decision documents - Documents verifying medical inability to provide adequate breath or urine 2. Test Results: - Employer’s copy of alcohol test - Employer’s copy of Controlled Substance chain of custody - MRO documents - Documents related to refusal to submit 3. Education and Training: - Materials on misuse awareness, including this Policy - Employee’s signed receipt of education materials - Documents of supervisor training to qualify for making reasonable suspicion of judgements. VIII. Training: The City of Lamar will complete the following training requirements A. Those designated to determine if reasonable suspicion exists will receive 60 minutes each of alcohol and controlled substance training, which cover the physical, speech, and physiological indicators of misuse. B. Each covered employee will receive materials about the effects of drug and alcohol use (such as video or written), this Policy, and the DER contact information for questions about the materials C. Each employee must sign a certificate of receipt of this Policy Reporting by Employees The following procedure shall be used when an employee suspects another employee of using a controlled substance or alcohol at work or is under the influence of either while at work. A. The employee shall report the concern to his/her supervisor. If the supervisor is not available, the employee shall report the concern to the Department Director or to the Human Resources Director. All such reports shall be held in confidence to the extent possible. B. The employee shall not discuss the concern with other employees. C. The supervisor or other authorized person to whom the report has been made shall take the necessary steps to contact the employee suspected of having the controlled substance and/or alcohol use and take the necessary action pursuant to this Policy. D. The DER (Designated Employer Representative) is: Margaret Saldaña, HR Director Alternate DER – Robert Evans, City Administrator
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