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injso5, the servke requiremput not apply "d he shag be ibk to Feeeive his 6 SC�12�-lYC(i�Bl� 411 ARTICLE NAM 30 DRUG TESTING WITH BWC 4 30.01. For the purpose of implementing the provisions of this article, each bargaining unit member shall execute medical releases in order for the City to obtain the results of the examinations/drug screen testing provided for in this Article and the City's Drug Testing Procedures per the City of North Olmsted Drug Free Workplace Policy. 4 30.02. The drug testing policy shall be the drug free workplace as set forth in the City's Personnel Policy Manual (PPM), including thresholds as may be amended from time to time by federal regulations and incorporated in said policy, a copy of which is attached hereto as Appendix B. It is further agreed to by the FOP and the Employer that only the drug free workplace policy as established in the City's PPM will be implemented by the parties. If there are any changes in the policy during the terms of this Agreement, the Employer shall notify the Union and all employees of the changes in writing at least ten (10) days prior to the effective date of the changes, and the agreed upon policy attached to the CBA shall be updated to reflect the PPM Policy changes, with copies being provided to the FOP and employees. 4 30.03. If an employee is required to submit a written report, they shall be advised of the reason for such report. .4 30.04. In the event that disciplinary action is taken against a member, the member shall have the right to request the presence of a FOP representative when such action is taken. 44 30.05. If all screening and confirmatory tests are positive regarding the use of non -felonious drugs, the City shall require the employee to participate in a rehabilitation or detoxification program as determined by appropriate medical personnel. This provision shall apply to only the fust incident of positive testing of or the use of non -felonious drugs. Any employee testing positive for the use of non -felonious drugs the second time and any employee testing positive for and/or the use of felonious drugs may be subject to disciplinary action up to termination at the Employer's discretion without any rehabilitation program. 31.30.06. An employee who participates in a rehabilitation or detoxification program shall be allowed to use sick leave, vacation leave, or personal days for the period of the rehabilitation. If no such leave credit is available, such employee may be placed on an unpaid medical leave of absence. 34 30.07. Upon completion of the program and retest that demonstrates that the employee is no longer illegally using a controlled substance, the employee shall be returned to his position. Such 30 9863-577396%, v.5