A newly revised policy expanding the reasons city workers can be tested for drug and alcohol use has been seen by some as restrictive and inequitable.
But Ogden officials say the policy is similar to others statewide and that the revisions strengthen protections for employees and citizens."It's consistent with what is happening in the employment force around Utah," said city Attorney Norm Ashton. Drug and alcohol tests are "coming on strong" in many private and public agencies, he said.
"We're certainly not a leader in the game for drug and alcohol fitness policies," added Buck Froerer, assistant city attorney, who helped revise the policy.
The Utah Public Employees Association has received more than a dozen complaints since January about Ogden's policy, said Cathi Smith-Elliott, employee relations representative.
"It's a real touchy issue. A lot of people have asked me about it. But it's really frustrating because, until someone disputes it, we can't really act," Smith-Elliott said. "There are a lot of things in the policy that are really, really scary."
But Froerer said employee response has been favorable.
Employees contacting Smith-Elliott said their main concerns are that tests are not being conducted equitably and employees may be fired for refusing to submit to screening.
"Their concern is management does not fall under the same policy as the blue-collar workers," Smith-Elliott said.
Rocky Fluhart, Ogden's chief administrative officer, said about 500 municipal employees have been tested since the revised policy was adopted Dec. 19. However, Fluhart said he has yet to be tested.
Froerer said the policy does not include City Council members or the mayor because they are considered elected officials, not city employees.
Under the city's policy, employees are tested for drug and alcohol use if:
- A supervisor determines there is "reasonable suspicion" an employee is using drugs or alcohol.
- The employee is applying for other city positions or a promotion.
- The employee is involved in an accident during working hours that results in property damage in excess of $100 or a physical injury requiring medical attention.
Persons applying for city jobs that are deemed "final preemployment applicants" also are required to undergo a test.