1. The purpose of this section is to define the roles in drug and alcohol testing of Minneapolis Police Department employees.
2. The scope of MPD drug and alcohol testing of employees is strictly for employment purposes under applicable labor agreements and City policy.

1. Minneapolis Police Department employees are subject to the drug and alcohol testing policies found in the employees’ respective union labor agreements. Employees not represented by a labor union are subject to the City of Minneapolis’ Drug and Alcohol Testing Policy.
2. Drug and alcohol counseling, rehabilitation, and employee assistance are available from or through the City’s Employee Assistance Program (E.A.P.) or the MPD’s Employee Resource Program (E.R.P).
3. All sample collection and testing shall be performed by a Testing Collector from the designated clinic(s) on the Designated Clinic List.

1. The collection of the testing sample shall not be witnessed by the Collector or Escort, or by any person other than subject Employee.
2. If the Employee is at a facility such as an emergency room for care, the sample collection shall still be processed by the designated clinic. If the offsite facility refuses to allow for the transfer of the sample, contact the Commander of Internal Affairs or the Deputy Chief of Professional Standards.

Supervisor

1. The supervisor shall notify the Internal Affairs Unit (IAU) immediately by phone if drug and alcohol testing is to occur, if the supervisor would like to initiate testing, or if the supervisor isn’t sure whether or not to test.
2. The supervisor will take further direction from Internal Affairs as needed.

Internal Affairs

In the event of drug and alcohol testing, the IAU Commander or his or her designee shall:

1. Review the Drug and Alcohol Testing policy language from the appropriate labor agreement or City Policy.

2. Determine if Reasonable Suspicion exists as outlined by the Drug and Alcohol Testing- Establishing Reasonable Suspicion Checklist (MP-9052).

3. Provide the Employee a copy of their respective Drug and Alcohol Policy.
4. Request that the Employee sign the Drug and Alcohol Testing - Notification and Consent form (MP-9050).

1. The Consent form must be signed before proceeding. Employees have the right to refuse to undergo drug or alcohol testing requested or required by the Employer, subject to disciplinary action as outlined in their respective Drug and Alcohol Policy.
2. If the Employee refuses to sign the form, no such test shall be given.

5. Assign an Escort to transport the Employee to the collection site and remain with the Employee until the Collector arrives.
6. Notify the Employee of his/her test results, whether positive or negative.

Testing Escort

The Testing Escort accompanies the Employee and ensures the Employee does not compromise his or her ability to provide a valid test sample by eating, drinking, smoking or using the restroom before the Collector arrives.

Employee

1. The Employee has the right to refuse to undergo drug or alcohol testing requested or required by the Employer, subject to disciplinary action as outlined in their respective Drug and Alcohol Policy.
2. If the Employee consents to testing, the Employee shall not compromise his or her ability to provide a valid test sample by eating, drinking, smoking or using the restroom before the Collector arrives.

Testing Collector

Upon arrival, the Testing Collector will be the official in charge of the collection and custody of the test sample.

• Designated Clinic: All sample collection and testing shall be performed by a Collector from the designated clinic(s) on the Designated Clinic List.
• Testing Collector: The certified forensic specimen collector who is an authorized representative of the designated clinic, who shall perform the drug and alcohol testing sample collection.
• Testing Escort: The employee assigned to accompany the subject of testing.