Chicago Park Disrict Human Resources Policy and Procedures ...

( i 1 ) No laboratory report or test results shall appear in the Employee's
personnel file unless they are part of a personnel action under this program, but shall be
placed in a special file maintained by the Director of Human Resources, except as such
disclosure may be required by this policy, law or ordinance.
Section 7.
Employee Assistance Program.
Employees are encouraged to seek help for a drug or alcohol problem before it
deteriorates into a disciplinary matter and may participate if they wish in a voluntary
Employee Assistance Program.
Section 8.
Pre-Employment Drug and Alcohol Testing.
(a)
Testing Requirement.
Every person who applies for a position at the Chicago Park District must
undergo drug and alcohol screening. Any person who is placed in a seasonal layoff shall
also be subject to testing for drug and alcohol use before returning to work, if they are
recalled to the position, from which they are laid off.
(b) N o t i c e .
Applicant materials shall contain a statement that appointments to the
position will not be made unless the candidate receives a satisfactory medical
examination, which includes testing for drug and alcohol use.
(c) T e s t R e s u l t s .
If the applicant for employment or employee recalled to work tests
positive, as described in Section 6 above he/she shall not be hired or permitted to return
to work.
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