THE ROGERSVILLE MUNICIPAL CODE. Prepared by the

Transcription

1 THE ROGERSVILLE MUNICIPAL CODE Prepared by the September 2007

2 TOWN OF ROGERSVILLE, TENNESSEE MAYOR Jim Sells ALDERMEN Bennie Floyd Brian Hartness J. B. Johnson Dr. Blaine Jones Crockett Lee Wayne Slater RECORDER Bill Lyons ii

3 PREFACE The Rogersville Municipal Code contains the codification and revision of the ordinances of the Town of Rogersville, Tennessee. By referring to the historical citation appearing at the end of each section, the user can determine the origin of each particular section. The absence of a historical citation means that the section was added by the codifier. The word "modified" in the historical citation indicates significant modification of the original ordinance. The code is arranged into titles, chapters, and sections. Related matter is kept together, so far as possible, within the same title. Each section number is complete within itself, containing the title number, the chapter number, and the section of the chapter of which it is a part. Specifically, the first digit, followed by a hyphen, identifies the title number. The second digit identifies the chapter number, and the last two digits identify the section number. For example, title 2, chapter 1, section 6, is designated as section By utilizing the table of contents and the analysis preceding each title and chapter of the code, together with the cross references and explanations included as footnotes, the user should locate all the provisions in the code relating to any question that might arise. However, the user should note that most of the administrative ordinances (e.g. Annual Budget, Zoning Map Amendments, Tax Assessments, etc...) do not appear in the code. Likewise, ordinances that have been passed since the last update of the code do not appear here. Therefore, the user should refer to the town's ordinance book or the town recorder for a comprehensive and up to date review of the town's ordinances. Following this preface is an outline of the ordinance adoption procedures, if any, prescribed by the town's charter. The code has been arranged and prepared in loose-leaf form to facilitate keeping it up to date. MTAS will provide updating service under the following conditions: (1) That all ordinances relating to subjects treated in the code or which should be added to the code are adopted as amending, adding, or deleting specific chapters or sections of the code (see section 7 of the adopting ordinance). (2) That one copy of every ordinance adopted by the town is kept in a separate ordinance book and forwarded to MTAS annually. (3) That the town agrees to pay the annual update fee as provided in the MTAS codification service charges policy in effect at the time of the update. When the foregoing conditions are met MTAS will reproduce replacement pages for the code to reflect the amendments and additions made by such ordinances. This service will be performed at least annually and more often if iii

4 justified by the volume of amendments. Replacement pages will be supplied with detailed instructions for utilizing them so as again to make the code complete and up to date. The able assistance of the codes team: Hannah Kraemer, Program Resource Specialist; and Linda Winstead, Nancy Gibson, and Doug Brown, Administrative Specialists, is gratefully acknowledged. Steve Lobertini Codification Consultant iv

5 ORDINANCE ADOPTION PROCEDURES PRESCRIBED BY THE TOWN CHARTER 1 1 The charter for the Town of Rogersville does not contain ordinance adoption procedures. See for passage of ordinances. v

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10 1-1 TITLE 1 GENERAL ADMINISTRATION 1 CHAPTER 1. BOARD OF MAYOR AND ALDERMEN. 2. MAYOR. 3. RECORDER. CHAPTER 1 BOARD OF MAYOR AND ALDERMEN 2 SECTION Time and place of regular meetings Order of business General rules of order Passage of ordinances Passage of resolutions Time and place of regular meetings. The board of mayor and aldermen shall hold regular monthly meetings at 7:00 P.M. on the second Tuesday of each month at the town hall. (1986 Code, 1-101) Order of business. At each meeting of the board of mayor and aldermen, the following regular order of business shall be observed unless dispensed with by a majority vote of the members present: (1) Call to order by the mayor. (2) Roll call by the recorder. (3) Reading of minutes of the previous meeting by the recorder, and approval or correction. 1 Charter references See the charter index, the charter itself, and footnote references to the charter in the front of this code. Municipal code references Building, plumbing, electrical and gas inspectors: title 12. Fire department: title 7. Utilities: titles 18 and 19. Wastewater treatment: title 18. Zoning: title 14, and Appendix A. 2 Charter reference Board of mayor and aldermen: 2 and 3.

11 (4) Grievances from citizens. (5) Communications from the mayor. (6) Reports from committees, members of the board of mayor and aldermen, and other officers. (7) Old business. (8) New business. (9) Adjournment. (1986 Code, 1-102) General rules of order. The rules of order and parliamentary procedure contained in Robert's Rules of Order, Newly Revised, shall govern the transaction of business by and before the board of mayor and aldermen at its meetings in all cases to which they are applicable and in which they are not inconsistent with provisions of the charter or this code. (1986 Code, 1-103, modified) Passage of ordinances. Ordinances shall be introduced in written form and shall be passed on three (3) considerations before taking effect. (1986 Code, 1-104) Passage of resolutions. Resolutions shall be introduced in written form and shall be passed on one (1) consideration before taking effect. (1986 Code, 1-105) 1-2

12 1-3 CHAPTER 2 MAYOR 1 SECTION Generally supervises town's affairs Executes town's contracts Generally supervises town's affairs. The mayor shall have general supervision of all municipal affairs and may require such reports from the officers and employees as he may reasonably deem necessary to carry out his executive responsibilities. (1986 Code, 1-201) Executes town's contracts. The mayor shall execute all contracts as authorized by the board of mayor and aldermen. (1986 Code, 1-202) 1 Charter reference Oath of office: 5. Salary: 4.

13 1-4 CHAPTER 3 RECORDER 1 SECTION To be bonded To keep minutes, etc To perform general administrative duties, etc To be bonded. The recorder shall be bonded in such sum as the board of mayor and aldermen shall provide from time to time by resolution, with surety acceptable to the board of mayor and aldermen before assuming the duties of his office. (1986 Code, 1-301) To keep minutes, etc. The recorder shall keep the minutes of all meetings of the board of mayor and aldermen and shall preserve the original copy of all ordinances in a separate ordinance book or ordinance file. (1986 Code, 1-302) To perform general administrative duties, etc. The recorder shall perform all administrative duties for the board of mayor and aldermen and for the town which are not assigned by the charter, this code, or the board of mayor and aldermen to another corporate officer. The recorder shall also have custody of and be responsible for maintaining all corporate bonds, records, and papers in such fireproof vault or safe as the town provides. (1986 Code, 1-303) 1 Charter reference Recorder appointment: 4.

14 2-1 CHAPTER 1. WATER COMMISSION. SECTION Duties of water commission. TITLE 2 BOARDS AND COMMISSIONS, ETC. CHAPTER 1 WATER COMMISSION Duties of water commission. The water commission shall be charged with the following duties: (1) Supervising and directing the operation of the water and sewage systems of the town; (2) Making and promulgating, subject to the approval of the board of mayor and aldermen, all necessary rules and regulations for the government and operation of the systems except for those rules set forth in chapter 2 of this title; (3) Fixing of rates to be charged for services and the enforcement of the collection thereof, subject to approval by the board of mayor and aldermen; (4) Employing and supervising employment of all personnel necessary for the operation and management of the systems; (5) Investigating of all applications for water and sewer services and the granting of such services if they can be provided; and (6) The filing of a report of income and cost of operation of the systems from time to time as may be called for by the board of mayor and aldermen. (1986 Code, ) 1 Charter reference Water commission: 21.

15 3-1 TITLE 3 MUNICIPAL COURT CHAPTER 1. CITY JUDGE. 2. COURT ADMINISTRATION. 3. WARRANTS, SUMMONSES AND SUBPOENAS. 4. BONDS AND APPEALS. SECTION Municipal judge. CHAPTER 1 CITY JUDGE Municipal judge. The officer designated by the charter to handle judicial matters within the municipality shall preside over the city court and shall be known as the municipal judge. (1986 Code, 1-501)

16 3-2 CHAPTER 2 COURT ADMINISTRATION SECTION Maintenance of docket Imposition of fines, penalties, and costs Disposition and report of fines, penalties, and costs Disturbance of proceedings Trial and disposition of cases Maintenance of docket. The municipal judge shall keep a complete docket of all matters coming before him in his judicial capacity. The docket shall include for each defendant such information as his name; warrant and/or summons numbers; alleged offense; disposition; fines, penalties and costs imposed and whether collected; whether committed to workhouse; and all other information that may be relevant. (1986 Code, 1-502) Imposition of fines, penalties, and costs. All fines, penalties and costs shall be imposed and recorded by the municipal judge on the recorder's court docket in open court. In all cases heard or determined by him, the municipal judge shall tax in the bill of costs the same amounts and for the same items allowed in general 2 sessions court for similar work in state cases. (1986 Code, 1-508) Disposition and report of fines, penalties, and costs. All funds coming into the hands of the municipal judge in the form of fines, penalties, costs, and forfeitures shall be recorded by him and paid over daily to the town. At the end of each month he shall submit to the board of mayor and aldermen a report accounting for the collection or non-collection of all fines, penalties and costs imposed by his court during the current month and to date for the current fiscal year. (1986 Code, 1-511) Disturbance of proceedings. It shall be unlawful for any person to create any disturbance of any trial before the recorder's court by making loud or unusual noises, by using indecorous, profane, or blasphemous language, or by any distracting conduct whatsoever. (1986 Code, 1-512) 1 A schedule of court costs and arrest fees is of record in the office of the recorder. 2 State law reference Tennessee Code Annotated,

17 Trial and disposition of cases. Every person charged with violating a municipal ordinance shall be entitled to an immediate trial and disposition of his case, provided the municipal court is in session or the municipal judge is reasonably available. However, the provisions of this section shall not apply when the alleged offender, by reason of drunkenness or other incapacity, is not in a proper condition or is not able to appear before the court. (1986 Code, 1-506) 3-3

18 3-4 CHAPTER 3 WARRANTS, SUMMONSES AND SUBPOENAS SECTION Issuance of arrest warrants Issuance of summonses Issuance of subpoenas Issuance of arrest warrants. The municipal judge shall have the power to issue warrants for the arrest of persons charged with violating municipal ordinances. (1986 Code, 1-503) Issuance of summonses. When a complaint of an alleged ordinance violation is made to the municipal judge, the judge may in his discretion, in lieu of issuing an arrest warrant, issue a summons ordering the alleged offender to personally appear before the recorder's court at a time specified therein to answer to the charges against him. The summons shall contain a brief description of the offense charged but need not set out verbatim the provisions of the ordinance alleged to have been violated. Upon failure of any person to appear before the recorder's court as commanded in a summons lawfully served on him, the cause may be proceeded with ex parte, and the judgment of the court shall be valid and binding subject to the defendant's right of appeal. (1986 Code, 1-504) Issuance of subpoenas. The municipal judge may subpoena as witnesses all persons whose testimony he believes will be relevant and material to matters coming before his court, and it shall be unlawful for any person lawfully served with such a subpoena to fail or neglect to comply therewith. (1986 Code, 1-505) 1 State law reference For authority to issue warrants, see Tennessee Code Annotated, title 40, chapter 6.

19 3-5 CHAPTER 4 BONDS AND APPEALS SECTION Appearance bonds authorized Appeals Bond amounts, conditions, and forms Appearance bonds authorized. When the municipal judge is not available or when an alleged offender requests and has reasonable grounds for a delay in the trial of his case, he may, in lieu of remaining in jail pending disposition of his case, be allowed to post an appearance bond with the municipal judge or, in the absence of the judge, with the ranking police officer on duty at the time, provided such alleged offender is not drunk or otherwise in need of protective custody. (1986 Code, 1-507) Appeals. Any defendant who is dissatisfied with any judgment of the recorder's court against him may, within ten (10) days next after such judgment is rendered, appeal to the next term of the circuit court upon posting 1 a proper appeal bond. (1986 Code, 1-509) Bond amounts, conditions, and forms. An appearance bond in any case before the recorder's court shall be in such amount as the municipal judge shall prescribe and shall be conditioned that the defendant shall appear for trial before the recorder's court at the stated time and place. An appeal bond in any case shall be in the sum of two hundred and fifty dollars ($250.00) and shall be conditioned that if the circuit court shall find against the appellant the fine and all costs of the trial and appeal shall be promptly paid by the defendant and/or his sureties. An appearance or appeal bond in any case may be made in the form of a cash deposit or by any corporate surety company authorized to do business in Tennessee or by two (2) private persons who individually own real property located within the county. No other type bond shall be acceptable. (1986 Code, 1-510) 1 State law reference Tennessee Code Annotated,

20 4-1 TITLE 4 MUNICIPAL PERSONNEL CHAPTER 1. SOCIAL SECURITY. 2. MISCELLANEOUS PERSONNEL REGULATIONS. 3. DRUG AND ALCOHOL TESTING POLICY. 4. INFECTIOUS DISEASE CONTROL POLICY. 5. TRAVEL REIMBURSEMENT REGULATIONS. CHAPTER 1 SOCIAL SECURITY SECTION Policy and purpose as to coverage Necessary agreements to be executed Withholdings from salaries or wages Appropriations for employer's contributions Records and reports Exclusion of coverage due to lack of authorization Policy and purpose as to coverage. It is hereby declared to be the policy and purpose of the Town of Rogersville, Tennessee, to provide for all eligible employees and officials of the town, whether employed in connection with a governmental or proprietary function, the benefits of the system of federal old age and survivors insurance. In pursuance of said policy, and for that purpose, the town shall take such action as may be required by applicable state and federal laws or regulations. (1986 Code, 1-901) Necessary agreements to be executed. The mayor is hereby authorized and directed to execute all the necessary agreements and amendments thereto with the state executive director of old age insurance, as agent or agency, to secure coverage of employees and officials as provided in the preceding section. (1986 Code, 1-902) Withholdings from salaries or wages. Withholdings from the salaries or wages of employees and officials for the purpose provided in the first section of this chapter are hereby authorized to be made in the amounts and at such times as may be required by applicable state or federal laws or regulations, and shall be paid over to the state or federal agency designated by said laws or regulations. (1986 Code, 1-903)

21 Appropriations for employer's contributions. There shall be appropriated from available funds such amounts at such times as may be required by applicable state or federal laws or regulations for employer's contributions, and the same shall be paid over to the state or federal agency designated by said laws or regulations. (1986 Code, 1-904) Records and reports. The town shall keep such records and make such reports as may be required by applicable state and federal laws or regulations. (1986 Code, 1-905) Exclusion of coverage due to lack of authorization. There is hereby excluded from this chapter any authority to make any agreement with respect to any position or any employee or official now covered or authorized to be covered by any other ordinance creating any retirement system for any employee or official of the town. (1986 Code, 1-906) 4-2

22 4-3 CHAPTER 2 MISCELLANEOUS PERSONNEL REGULATIONS 1 SECTION Business dealings Acceptance of gratuities Outside employment Political activity Use of municipal time, facilities, etc Use of position Strikes and unions Business dealings. Except for the receipt of such compensation as may be lawfully provided for the performance of his municipal duties, it shall be unlawful for any municipal officer or employee to be privately interested in, or to profit, directly or indirectly, from business dealings with the town. (1986 Code, ) Acceptance of gratuities. No municipal officer or employee shall accept any money or other consideration or favor from anyone other than the town for the performance of an act which he would be required or expected to perform in the regular course of his duties; nor shall any officer or employee accept, directly or indirectly, any gift, gratuity, or favor of any kind which might reasonably be interpreted as an attempt to influence his actions with respect to town business. (1986 Code, ) Outside employment. No full-time officer or employee of the town shall accept any outside employment without written authorization from the mayor. The mayor shall not grant such authorization if the work is likely to interfere with the satisfactory performance of the officer's or employee's duties, or is incompatible with his municipal employment, or is likely to cast discredit upon or create embarrassment for the town. (1986 Code, ) Political activity. Municipal officers and employees shall enjoy the same rights of other citizens of Tennessee to be a candidate for any state or local political office, the right to participate in political activities by supporting or opposing political parties, political candidates and petitions to government entities; provided the town is not required to pay the employee's salary for work not performed for the town. Provided, however, municipal employees shall not 1 The Town of Rogersville, Tennessee, Personnel Policy, is available in the office of the recorder.

23 be qualified to run for elected office in the governing body. (Ord. # , Aug. 2003) Use of municipal time, facilities, etc. No municipal officer or employee shall use or authorize the use of municipal time, facilities, equipment, or supplies for private gain or advantage to himself or any other private person or group. This prohibition shall not apply where the board of mayor and aldermen has authorized the use of such time, facilities, equipment, or supplies, and the town is paid at such rates as are normally charged by private sources for comparable services. (1986 Code, ) Use of position. No municipal officer or employee shall make or attempt to make private purchases, for cash or otherwise, in the name of the town, nor shall he otherwise use or attempt to use his position to secure unwarranted privileges or exemptions for himself or others. (1986 Code, ) Strikes and unions. No municipal officer or employee shall participate in any strike against the town, nor shall he join, be a member of, or solicit any other municipal officer or employee to join any labor union which authorizes the use of strikes by government employees. (1986 Code, ) 4-4

24 4-5 CHAPTER 3 DRUG AND ALCOHOL TESTING POLICY SECTION Purpose Scope Consent form Compliance with substance abuse policy General rules Drug testing Alcohol testing Education and training Consequences of a confirmed positive drug and/or alcohol test result and/or verified positive drug and/or alcohol test result Voluntary disclosure of drug and/or alcohol use Exceptions Modification of policy Definitions Purpose. The Town of Rogersville recognizes that the use and abuse of drugs and alcohol in today's society is a serious problem that may involve the workplace. It is the intent of the Town of Rogersville to provide all employees with a safe and secure workplace in which each person can perform his/her duties in an environment that promotes individual health and workplace efficiency. Employees of the Town of Rogersville are public employees and must foster the public trust by preserving employee reputation for integrity, honesty, and responsibility. To provide a safe, healthy, productive, and drug-free working environment for its employees to properly conduct the public business, the Town of Rogersville has adopted this drug and alcohol testing policy effective, 199. This policy complies with the: Drug-Free Workplace Act of 1988, which ensures employees the right to work in an alcohol-and drug-free environment and to work with persons free from the effects of alcohol and drugs; Federal Highway Administration (FHWA) rules, which require drug and alcohol testing for persons required to have a commercial driver's license (CDL); Division of Transportation (DOT) rules, which include procedures for urine drug testing and breath alcohol testing; and the Omnibus Transportation Employee Testing Act of 1991, which requires alcohol and drug testing of safety-sensitive employees in the aviation, motor carrier, railroad, pipeline, commercial marine, and mass transit industries. In the case of this policy, the Omnibus Transportation Employee Testing Act of 1991 is most significant with its additional requirement of using the "split specimen" approach to drug testing, which provides an extra safeguard for employees. The types of tests required

25 are: pre-employment, transfer, reasonable suspicion, post-accident (postincident), random, return-to-duty, and follow-up. It is the policy of the Town of Rogersville that the use of drugs by its employees and impairment in the workplace due to drugs and/or alcohol are prohibited and will not be tolerated. Engaging in prohibited and/or illegal conduct may lead to termination of employment. Prohibited and/or illegal conduct includes but is not limited to: (1) Being on duty or performing work in or on town property while under the influence of drugs and/or alcohol; (2) Engaging in the manufacture, sale, distribution, use, or unauthorized possession of (illegal) drugs at any time and of alcohol while on duty or while in or on town property; (3) Refusing or failing a drug and/or alcohol test administered under this policy; (4) Providing an adulterated, altered, or substituted specimen for testing; (5) Use of alcohol within four (4) hours prior to reporting for duty on schedule or use of alcohol while on-call for duty; and (6) Use of alcohol or drugs within eight (8) hours following an accident (incident) if the employee's involvement has not been discounted as a contributing factor in the accident (incident) or until the employee has successfully completed drug and/or alcohol testing procedures. This policy does not preclude the appropriate use of legally prescribed medication that does not adversely affect the mental, physical, or emotional ability of the employee to safely and efficiently perform his/her duties. It is the employee's responsibility to inform the proper supervisory personnel of his/her use of such legally prescribed medication before the employee goes on duty or performs any work. In order to educate the employees about the dangers of drug and/or alcohol abuse, the town shall sponsor an information and education program for all employees and supervisors. Information will be provided on the signs and symptoms of drug and/or alcohol abuse; the effects of drug and/or alcohol abuse on an individual's health, work, and personal life; the town's policy regarding drugs and/or alcohol; and the availability of counseling. The personnel director has been designated as the municipal official responsible for answering questions regarding this policy and its implementation. All Town of Rogersville property may be subject to inspection at any time without notice. There should be no expectation of privacy in such property. Property includes, but is not limited to, vehicles, desks, containers, files, and lockers. (Ord. # , Jan. 1996) Scope. Certain aspects of this policy may apply to full-time, parttime, temporary, and volunteer employees of the Town of Rogersville. The policy also applies to applicants for positions requiring a CDL and other safety 4-6

26 sensitive positions who have been given a conditional offer of employment from the Town of Rogersville. (Ord. # , Jan. 1996) Consent form. Before a drug and/or alcohol test is administered, employees and applicants will be asked to sign a consent form authorizing the test and permitting release of test results to the laboratory, medical review officer (MRO), personnel director or his/her designee. The consent form shall provide space for employees and applicants to acknowledge that they have been notified of the town's drug and alcohol testing policy. The consent form shall set forth the following information: (1) The procedure for confirming and verifying an initial positive test result; (2) The consequences of a verified positive test result; and (3) The consequences of refusing to undergo a drug and/or alcohol test. The consent form also provides authorization for certified or licensed attending medical personnel to take and have analyzed appropriate specimens to determine if drugs or alcohol were present in the employee's system. (Ord. # , Jan. 1996) Compliance with substance abuse policy. Compliance with this substance abuse policy is a condition of employment. The failure or refusal by an applicant or employee to cooperate fully by signing necessary consent forms or other required documents or the failure or refusal to submit to any test or any procedure under this policy in a timely manner will be grounds for refusal to hire or for termination. The submission by an applicant or employee of a urine sample that is not his/her own or is adulterated shall be grounds for refusal to hire or for termination. (Ord. # , Jan. 1996) General rules. These are the general rules governing the Town of Rogersville drug and alcohol testing program: (1) Town employees shall not take or be under the influence of any drugs unless prescribed by the employee's licensed physician. Employees who are required to take prescription and/or over-the-counter medications shall notify the proper supervisory personnel before the employees go on duty. (2) Town employees are prohibited from engaging in the manufacture, sale, distribution, use, or unauthorized possession of illegal drugs at any time and of alcohol while on duty or while in or on town property. (3) All Town of Rogersville property is subject to inspection at any time without notice. There should be no expectation of privacy in or on such property. Town property includes, but is not limited to, vehicles, desks, containers, files, and lockers. (4) Any employee convicted of violating a criminal drug statute shall inform the director of his/her department of such conviction (including pleas of guilty and nolo contendere) within five (5) days of the conviction occurring. 4-7

27 Failure to so inform the town subjects the employee to disciplinary action up to and including termination for the first offense. The town will notify the federal contracting officer pursuant to applicable provisions of the Drug-Free Workplace Act and the Omnibus Transportation Employee Testing Act. (Ord. # , Jan. 1996) Drug testing. An applicant or employee must carry and present a current and recent photo ID to appropriate personnel during testing. Failure to present a photo ID is equivalent to refusing to take the test. Employees and applicants may be required to submit to drug testing under six (6) separate conditions: (1) Types of tests. (a) Pre-employment. All applicants for employee status for positions requiring a CDL (or for a position in the fire department, police department, gas department, and transit department), who have received a conditional offer of employment with the Town of Rogersville, must take a drug test before receiving a final offer of employment. (Note: It is not a requirement to conduct pre-employment test for all applicants in the fire department, police department, gas department or transit department and your city or town may want to delete this requirement.) (b) Transfer. Employees transferring to the fire department, police department, gas department and transit department and/or another position within the town that requires a commercial driver's license (CDL) shall undergo drug testing. (c) Post-accident/post-incident testing. Following any workplace accident (incident) determined by supervisory personnel of the Town of Rogersville to have resulted in significant property or environmental damage or in significant personal injury, including but not limited to a fatality or human injury requiring medical treatment, each employee whose performance either contributed to the accident (incident) or cannot be discounted as a contributing factor to the accident (incident) and who is reasonably suspected of possible drug use as determined during a routine post-accident (post-incident) investigation or who receives a citation for a moving violation arising from the accident will be required to take a post-accident (post-incident) drug test. Post-accident (post-incident) testing shall be carried out within thirty-two (32) hours following the accident (incident). Urine collection for post-accident (post-incident) testing shall be monitored or observed by the same-gender collection personnel at the established collection site(s). In instances where post-accident (post-incident) testing is to be performed, the Town of Rogersville reserves the right to direct the medical review officer (MRO) to instruct the designated laboratory to perform testing on submitted urine specimens for possible illegal/illegitimate substances. 4-8

28 4-9 Any testing for additional substances listed under the Tennessee Drug Control Act of 1989 as amended shall be performed at the urinary cutoff level that is normally used for those specific substances by the laboratory selected. (i) Post-accident (post-incident) testing for ambulatory employees. Following all workplace accidents (incidents) where drug testing is to be performed, unless otherwise specified by the department head, affected employees who are ambulatory will be taken by a supervisor or designated personnel of the Town of Rogersville to the designated urine specimen collection site within thirty-two (32) hours following the accident. (Note: DOT regulations allow up to 32 hours for drug tests. A lesser time provision is optional.) In the event of an accident (incident) occurring after regular work hours, the employee(s) will be taken to the testing site within thirty-two (32) hours. No employee shall consume drugs prior to completing the post-accident (post-incident) testing procedures. No employee shall delay his/her appearance at the designated collection site(s) for post-accident (post-incident) testing. Any unreasonable delay in providing specimens for drug testing shall be considered a refusal to cooperate with the substance abuse program of the Town of Rogersville and shall result in administrative action up to and including termination of employment. (ii) Post-accident (post-incident) testing for injured employees. An affected employee who is seriously injured, nonambulatory, and/or under professional medical care following a significant accident (incident) shall consent to the obtaining of specimens for drug testing by qualified, licensed attending medical personnel and consent to the testing of the specimens. Consent shall also be given for the attending medical personnel and/or medical facility (including hospitals) to release to the medical review officer (MRO) of the Town of Rogersville appropriate and necessary information or records that would indicate only whether or not specified prohibited drugs (and what amounts) were found in the employee's system. Consent shall be granted by each employee at the implementation date of the substance abuse policy of the Town of Rogersville or upon hiring following the implementation date. Post-accident (post-incident) urinary testing may be impossible for unconscious, seriously injured, or hospitalized employees. If this is the case, certified or licensed attending medical personnel shall take and have analyzed appropriate specimens to determine if drugs were present in the employee's

29 4-10 system. Only an accepted method for collecting specimens will be used. Any failure to do post-accident (post-incident) testing within 32 hours must be fully documented by the attending medical personnel. (d) Testing based on reasonable suspicion. A drug test is required for each employee where there is reasonable suspicion to believe the employee is using or is under the influence of drugs and/or alcohol. The decision to test for reasonable suspicion must be based on a reasonable and articulate belief that the employee is using or has used drugs. This belief should be based on recent, physical, behavioral, or performance indicators of possible drug use. One supervisor who has received drug detection training that complies with DOT regulations must make the decision to test and must observe the employee's suspicious behavior. Supervisory personnel of the Town of Rogersville making a determination to subject any employees to drug-testing based on reasonable suspicion shall document their specific reasons and observations in writing to the personnel director within 24 hours of the decision to test and before the results of the urine drug tests are received by the department. Urine collection for reasonable suspicion testing shall be monitored or observed by same-gender collection personnel. (e) Random testing. Only employees of the Town of Rogersville possessing or wishing to obtain a commercial driver's license (CDL) are subject to random urine drug testing. (Note: It is not a requirement to randomly test police or fire department employees and town may wish to delete this provision.) It is the policy of the Town of Rogersville to annually random test for drugs at least fifty (50) percent of the total number of drivers possessing or obtaining a commercial driver's license (CDL). A minimum of fifteen (15) minutes and a maximum of two (2) hours will be allowed between notification of an employee's selection for random drug testing and the actual presentation for specimen collection. Random donor selection dates will be unannounced with unpredictable frequency. Some may be tested more than once each year while others may not be tested at all, depending on the random selection. If an employee is unavailable (i.e. vacation, sick day, out of town, work-related causes, etc.) to produce a specimen on the date random testing occurs, the Town of Rogersville may omit that employee from that random testing or await the employee's return to work. (f) Return to duty and follow-up. Any employee of the Town of Rogersville who has violated the prohibited drug conduct standards and is allowed to return to work, must submit to a return-to-duty test. Follow-up tests will be unannounced, and at least six tests will be conducted in the first twelve (12) months after an employee returns to

30 4-11 duty. Follow-up testing may be extended for up to sixty (60) months following return to duty. The employee will be required to pay for his or her return-to-duty and follow-up tests accordingly. (Note: Requiring employees to pay for their return-to-duty and follow-up tests is optional. Return-to-duty and follow-up tests are not required for non-cdl drivers.) Testing will also be performed on any employee possessing a CDL returning from leave or special assignment in excess of six (6) months. In this situation, the employee will not be required to pay for the testing. (2) Prohibited drugs. All drug results will be reported to the medical review officer (MRO). If verified by the MRO, they will be reported to the personnel director. The following is a list of drugs for which tests will be 1 routinely conducted. (See Appendix A for cutoff levels): (a) Amphetamines; (b) Marijuana; (c) Cocaine; (d) Opiates; (e) Phencyclidine (PCP); (f) Alcohol; and (g) Depressants. The town may test for any additional substances listed under the Tennessee Drug Control Act of (3) Drug testing collection procedures. Testing will be accomplished as non-intrusively as possible. Affected employees, except in cases of random testing, will be taken by a supervisor or designated personnel of the Town of Rogersville to a drug test collection facility selected by the Town of Rogersville (see Appendix B), where a urine sample will be taken from the employee in privacy. The urine sample will be immediately sealed by personnel overseeing the specimen collection after first being examined by these personnel for signs of alteration, adulteration, or substitution. The sample will be placed in a secure mailing container. The employee will be asked to complete a chain-ofcustody form to accompany the sample to a laboratory selected by the Town of Rogersville to perform the analysis on collected urine samples. (4) Drug testing laboratory standards and procedures. All collected urine samples will be sent to a laboratory that is certified and monitored by the federal Department of Health and Human Services (DHHS) (see Appendix C). 2 As specified earlier, in the event of an accident (incident) occurring after regular work hours, the supervisor or designated personnel shall take the 1 Appendices for the Rogersville Drug Testing Policy are of record in the recorder's office. 2 Appendices for the Rogersville Drug Testing Policy are of record in the recorder's office.

31 4-12 employee(s) to the testing site within thirty-two (32) hours where proper collection procedures will be administered. The Omnibus Act requires that drug testing procedures include split specimen procedures. Each urine specimen is subdivided into two (2) bottles labeled as a "primary" and a "split" specimen. Both bottles are sent to a laboratory. Only the primary specimen is opened and used for the urinalysis. The split specimen bottle remains sealed and is stored at the laboratory. If the analysis of the primary specimen confirms the presence of drugs, the employee has seventy-two (72) hours to request sending the split specimen to another federal Department of Health and Human Services (DHHS) certified laboratory for analysis. The employee will be required to pay for his or her split specimen test(s). For the employee's protection, the results of the analysis will be confidential except for the testing laboratory. After the MRO has evaluated a positive test result, the employee will be notified, and the MRO will notify the personnel director. (5) Reporting and reviewing. The Town of Rogersville shall designate a medical review officer (MRO) to receive, report, and file testing information transmitted by the laboratory. This person shall be a licensed physician with knowledge of substance abuse disorders (see Appendix C). 1 (a) The laboratory shall report test results only to the designated MRO, who will review them in accordance with accepted guidelines and the procedures adopted by the Town of Rogersville. (b) Reports from the laboratory to the MRO shall be in writing or by fax. The MRO may talk with the employee by telephone upon exchange of acceptable identification. (c) The testing laboratory, collection site personnel, and MRO shall maintain security over all the testing data and limit access to such information to the following: the respective department head, the personnel director, and the employee. (d) Neither the Town of Rogersville, the laboratory, nor the MRO shall disclose any drug test results to any other person except under written authorization from the affected employee, unless such results are necessary in the process of resolution of accident (incident) investigations, requested by court order, or required to be released to parties (i.e., DOT, the Tennessee Department of Labor, etc.) having legitimate right-to-know as determined by the city attorney. (Ord. # , Jan. 1996) Alcohol testing. An applicant or employee must carry and present a current and recent photo ID to appropriate personnel during testing. 1 Appendices for the Rogersville Drug Testing Policy are of record in the recorder's office.

32 4-13 Failure to present a photo ID is equivalent to refusing to take the test. Employees and applicants may be required to submit to alcohol testing under six (6) separate conditions: (1) Types of tests. (a) Post-accident/post-incident testing. Following any workplace accident (incident) determined by supervisory personnel of the Town of Rogersville to have resulted in significant property or environmental damage or in significant personal injury, including but not limited to a fatality or human injury requiring medical treatment, each employee whose performance either contributed to the accident (incident) or cannot be discounted as a contributing factor to the accident (incident) and who is reasonably suspected of possible alcohol use as determined during a routine post-accident (post-incident) investigation or who receives a citation for a moving violation arising from the accident will be required to take a post-accident (post-incident) alcohol test. Post-accident (post-incident) testing shall be carried out with two (2) hours following the accident (incident). (i) Post-accident (post-incident) testing for ambulatory employees. Following all workplace accidents (incidents) where alcohol testing is to be performed, unless otherwise specified by the department head, affected employees who are ambulatory will be taken by a supervisor or designated personnel of the Town of Rogersville to the designated breath alcohol test site for a breath alcohol test within two (2) hours following the accident. In the event of an accident (incident) occurring after regular work hours, the employee(s) will be taken to the testing site within two (2) hours. No employee shall consume alcohol prior to completing the post-accident (post-incident) testing procedures. No employee shall delay his/her appearance at the designated collection site(s) for post-accident (post-incident) testing. Any unreasonable delay in appearing for alcohol testing shall be considered a refusal to cooperate with the substance abuse program of the Town of Rogersville and shall result in administrative action up to and including termination of employment. (ii) Post-accident (post-incident) testing for injured employees. An affected employee who is seriously injured, nonambulatory, and/or under professional medical care following a significant accident (incident) shall consent to the obtaining of specimens for alcohol testing by qualified, licensed attending medical personnel and consent to specimen testing. Consent shall also be given for the attending medical personnel and/or medical facility (including hospitals) to release to the medical review officer (MRO) of the Town of Rogersville appropriate and necessary information or records that would indicate only whether or not

33 4-14 specified prohibited alcohol (and what amount) was found in the employee's system. Consent shall be granted by each employee at the implementation date of the substance abuse policy of the Town of Rogersville or upon hiring following the implementation date. Post-accident (post-incident) breath alcohol testing may be impossible for unconscious, seriously injured, or hospitalized employees. If this is the case, certified or licensed attending medical personnel shall take and have analyzed appropriate specimens to determine if alcohol was present in the employee's system. Only an accepted method for collecting specimens will be used. Any failure to do post-accident (post-incident) testing within two hours must be fully documented by the attending medical personnel. (b) Testing based on reasonable suspicion. An alcohol test is required for each employee where there is reasonable suspicion to believe the employee is using or is under the influence of alcohol. The decision to test for reasonable suspicion must be based on a reasonable and articulate belief that the employee is using or has used alcohol. This belief should be based on recent, physical, behavioral, or performance indicators of possible alcohol use. One supervisor who has received alcohol detection training that complies with DOT regulations must make the decision to test and must observe the employee's suspicious behavior. Supervisory personnel of the Town of Rogersville making a determination to subject any employee to alcohol testing based on reasonable suspicion shall document their specific reasons and observations in writing to the personnel director within eight (8) hours of the decision to test and before the results of the tests are received by the department. (c) Random testing. Only employees of the Town of Rogersville not terminated possessing or wishing to obtain a commercial driver's license (CDL) or who are gas department employees are subject to random alcohol testing. (Note: It is not required that police or fire department employees be randomly alcohol tested and the town may want to delete this provision.) It is the policy of the Town of Rogersville to annually random test for alcohol at least twenty-five (25) percent of the total number of drivers possessing or obtaining a commercial driver's license (CDL). A minimum of fifteen (15) minutes and a maximum of two (2) hours will be allowed between notification of an employee's selection for random alcohol testing and the actual presentation for testing. Random test dates will be unannounced with unpredictable frequency. Some employees may be tested more than once each year while others may not be tested at all, depending on the random selection.

34 4-15 If an employee is unavailable (i.e., vacation, sick day, out of town, work-related causes, etc.) to be tested on the date random testing occurs, the Town of Rogersville may omit that employee from that random testing or await the employee's return to work. (d) Return to duty and follow-up. Any employee of the Town of Rogersville who has violated the prohibited alcohol conduct standards must submit to a return-to-duty test. Follow-up tests will be unannounced, and at least six (6) tests will be conducted in the first twelve (12) months after an employee returns to duty. Follow-up testing may be extended for up to sixty (60) months following return to duty. The employee will be required to pay for his or her return-to-duty and follow-up tests accordingly. (Note: Requiring employees to pay for their return-to-duty and follow-up tests is optional.) Testing will also be performed on any employee with a CDL returning from leave or special assignment in excess of six (6) months. In this situation, the employee will not be required to pay for the testing. (2) Alcohol testing procedures. All breath alcohol testing conducted for the Town of Rogersville shall be performed using evidential breath testing (EBT) equipment and personnel approved by the National Highway Traffic Safety Administration (NHTSA). (Note: A town's own public safety department cannot do this testing unless the test is required because of a traffic accident (incident)). Alcohol testing is to be performed by a qualified technician as follows: (a) Step one: An initial breath alcohol test will be performed using a breath alcohol analysis device approved by the National Highway Traffic Safety Administration (NHTSA). If the measured result is less than 0.02 percent breath alcohol level (BAL), the test shall be considered negative. If the result is greater or equal to 0.04 percent BAL, the result shall be recorded and witnessed, and the test shall proceed to step two. (b) Step two: Fifteen minutes shall be allowed to pass following the completion of step one above. Before the confirmation test or step two is administered for each employee, the breath alcohol technician shall insure that the evidential breath testing device registers 0.00 on an air blank. If the reading is greater than 0.00, the breath alcohol technician shall conduct one more air blank. If the reading is greater than 0.00, testing shall not proceed using that instrument. However, testing may proceed on another instrument. Then step one shall be repeated using a new mouthpiece and either the same or equivalent but different breath analysis device. The breath alcohol level detected in step two shall be recorded and witnessed. If the lower of the breath alcohol measurements in step one and step two is 0.04 percent or greater, the employee shall be considered to have failed the breath alcohol test. Failure of the breath alcohol test