Policy Text
SACRAMENTO POLICE DEPARTMENT
GENERAL ORDERS
GO 220.06
Page 1 of 3
220.06
EMPLOYEES SUSPECTED OF WORKING UNDER THE INFLUENCE (WUI)
09-08-17
PURPOSE
The purpose of this order is to establish procedures for processing employees suspected of Working
Under the Influence (WUI).
POLICY
It shall be the policy of the Sacramento Police Department to take immediate action when there is
sufficient cause to believe an employee is unfit for duty due to the influence of alcohol or drugs while
at work.
PROCEDURE
A. INITIAL ACTION
Supervisors who observe employees exhibiting behavior reasonably indicative of being under the
influence of alcohol and/or drugs ( e.g., slurred speech, han d tremors, etc.) shall take the following
actions:
1. Relieve the employee of duty.
2. If possible, arrange to have another supervisor as a witness and meet with the employee.
3. Describe what was observed and ask the employee for an explanation.
4. Ask the employee if he/she is taking any prescribed medications and/or any other type of
medication that could contribute to the employee's behavior.
B. DETERMINATION
If, after the employee's explanation, the supervisor is satisfied that the employee's behavior is not
alcohol/drug abuse rel ated, the supervisor shall
1. Determine if the employee is fit for duty. Further determination shall be made as to whether the
employee should be temporarily reassigned or sent to a physician for medical evaluation.
2. Determine if the employee should be relie ved of duty and either transported home or to a
hospital. NOTE: Accrued sick leave, vacation or holiday time shall be authorized when the
employee is relieved of duty. If the employee does not have sufficient time accrued, leave
without pay shall be use d.
3. Direct the employee to obtain a medical clearance from his/her personal physician to return to
work.
C. ADMISSION OF WUI
1. If the employee admits to the supervisor to being under the influence of alcohol and /or drugs,
the supervisor shall
a. Relieve the employee of duty and p lace him/her on unpaid status for the remainder of the
shift.
b. Arrange for transportation home for the employee.
c. Document the incident before the end of work shift , to include a witness statement and
signature.
d. Notify the watch commander at the firs t available opportunity and notify the Internal Affairs
Division (IAD).
e. Request that the employee submit to a medical evaluation as outlined in Section D.
f. If the employee refuses a medical evaluation, supervisors shall follow the guidelines
outlined in Sec tion G.
2. In the absence of an admission , or if the supervisor is not convinced that the employee's
condition is due to prescribed medication, the supervisor shall contact the IAD if during normal
SACRAMENTO POLICE DEPARTMENT
GENERAL ORDERS
GO 220.06
Page 2 of 3
office hours. During other times (holidays, weekends, evenin gs, etc.), the watch commander
shall be contacted.
3. During normal business hours, IAD shall coordinate the investigations with the Labor Relations
Division of the Department of Human Resources.
D. MEDICAL EVALUATION
1. If available, the IAD shall make the necessary priority arrangements through Human Resources
Risk Management Division to have the employee examined by a City physician. IAD shall
advise the supervisor when and where to transport the employee.
2. If the IAD i s not available , and the watch commander determines that alcohol/drug testing is
necessary, the watch commander shall contact the Human Resources Risk Management
Division during normal business to make a priority appointment to have the employee tested.
After normal business hours, the watch commander shall call the city operator and request a
call back from Human Resource Risk Management Safety staff.
3. A supervisor shall direct and accompany the employee to a physician who will determine the
employee's fit ness for duty. The supervisor shall inform the employee of the following:
a. The employee shall be authorized City -paid time while taking the test.
b. The City will pay for the test.
c. The City will provide transportation to and from the medical facility.
E. AGREEMENT TO MEDICAL EVALUATION
1. If the employee agrees to a medical evaluation/testing, the supervisor, with another supervisor
to assist if available, shall transport the employee to the exam site and remain with the
employee at all time s if possible.
2. If necessary, the supervisor shall make appropriate arrangements to have another employee
assume the supervisory responsibi lities.
3. The supervisor shall request the physician to order the appropriate tests and confirm that the
employee complied and that specimens were taken.
4. After the physician has completed the examination and any ordered specimen(s) have
been taken, the supervis or shall request the physician's immediate written determination of the
employee's fitness for duty at that time and when the employee can return to duty.
F. DISCIPLINARY ACTION
1. If the employee is judged by the physician to be unfit for duty due to alcohol and/or drugs, the
supervisor shall ad vise the employee that he/she is
a. Unfit for duty.
b. Relieved from duty or on unpaid status for the balance of the shift.
c. Subject to an internal investigation.
2. The supervisor shall further direct the employee to contact his/her immediate supervisor at the
beginning of his/her next shift.
G. REFUSAL OF MEDICAL EXAMINATION
Supervisors shall give the employee a direct order to comply with the medical examination. If the
employee refuses to comply with