Chapter 10 - DRUG-FREE WORKPLACE - Purpose, Scope, and Drug Testing Rules

Sep 18, 2026

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Chapter 10 outlines the City of Marshall’s Drug-Free Workplace policy, emphasizing safe, healthful, and efficient working conditions while minimizing intrusion into employees’ private lives. It explains why alcohol and drug abuse harm job performance, attendance, safety, insurance costs, and property security. The chapter details testing coverage for employees and applicants, including commercial driver requirements, pre-employment screening, reasonable suspicion circumstances, observation and collection procedures, and obligations to report drug statute convictions and related program participation.

LanguageEnglish

CategoryHealthcare

FormatPDF

Pages20

Reading Time50 min

AccessFree to download

Purpose

Persons Subject to Testing and When Testing May Be Required

Pre-Employment Testing

Reasonable Suspicion Testing

Treatment Program Testing

Routine Physical Examination Testing

Chapter 10: DRUG-FREE WORKPLACE Purpose The City of Marshall (City) has a vital interest in maintaining safe, healthful, and efficient working conditions for employees, and recognizes that individuals who are impaired because of drugs and/or alcohol jeopardize the safety and health of other workers as well as themselves. The City does not intend to intrude into the private lives of its employees, but strongly believes that a drug-and alcohol-free workplace is in the best interest of employees and the public alike. Alcohol and drug abuse can cause unsatisfactory job performance, increased tardiness and absenteeism, increased accidents and workers’compensation claims, higher insurance rates, and an increase in theft of City property. The City of Marshall’s Drug-Free Workplace policy has been established for the purpose of providing a safe workplace for all. City employees and applicants required to hold a commercial driver’s license by the United States Department of Transportation (DOT) for their job will be tested under the City’s Drug and Alcohol Policy Testing for Commercial Drivers. All other employees and job applicants offered employment with the City must undergo testing as described by this policy. To ensure the policy is clearly communicated to all employees and applicants to whom offers of employment have been made, and to comply with state law, employees and applicants are required to review this policy and sign a policy acknowledgement form . A job applicant will also acknowledge on this form that he/she understands that passing the drug test is a requirement of the job. 10.1 DRUG AND ALCOHOL POLICY AND TESTING Persons Subject to Testing and Circumstances Under Which Testing May Be Required Under this policy, the City may test any applicant to whom an offer of employment has been made and may test any employee for alcohol and/or controlled substance under any of the following circumstances , with a properly accredited or licensed testing laboratory, in accordance with Minn. Stat.§181 .953, subd. 1 : a. Pre-Employment Testing: Every job applicant offered employment with the City receives the offer conditioned upon successful completion of a drug test, among other conditions. If the job offer is withdrawn based on drug test results, the City will inform the applicant of the reasons for the withdrawal. A failure of the drug test, a refusal to take the test, or failure to meet other conditions of the offer will result in a withdrawal of the offer of employment , even if the applicant’s provisional employment has begun. A negative or positive dilute test result (following a second collection), which has been confirmed, will also result in immediate withdrawal of an offer of employment to an applicant. Temporary and seasonal employees are not subject to pre-employment testing, with the exception of those designated by the hiring department as safety-sensitive positions. b. Reasonable Suspicion Testing: Consistent with Minn. Stat. § 181.951, subd. 3, employees will be subject to alcohol and controlled substance testing when reasonable suspicion exists to believe that the employee: • Is under the influence of alcohol or a controlled substance; or • Has violated written work rules prohibiting the use, possession, sale or transfer of drugs or alcohol while working, while on City property, or while operating City vehicles, machinery or anyother type of equipment; or • Has sustained a personal injury as defined in Minn. Stat. § 176.011, subd. 16 or has caused another employee to sustain an injury or; • Has caused a work-related accident or was operating or helping to operate machinery, equipment, or vehicles involved in a work-related accident. Reasonable suspicion may be based upon, but is not limited to, facts regarding appearance, behavior, speech, breath, odor, possession, proximity to or use of alcohol or a controlled substance or containers or paraphernalia, poor safety record, excessive ab

FAQs

What is the purpose of the City of Marshall’s Drug-Free Workplace policy?

The policy is designed to provide a safe workplace by preventing impairment from drugs and/or alcohol that jeopardizes the safety, health, and efficiency of workers and the public.

Who is subject to drug and alcohol testing under this policy?

City job applicants must undergo testing for employment offers, and employees may be tested in specified circumstances. Employees required to hold a commercial driver’s license are tested under the City’s commercial driver drug and alcohol policy testing.

When can reasonable suspicion testing be used?

Testing may occur when there is reasonable suspicion the employee is under the influence, violated work rules related to drugs or alcohol, caused or sustained a covered injury, or was involved in an accident involving machinery, equipment, or vehicles.

Sep 18, 2026

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