Okaloosa County BOCC — August 18, 2015 — Exhibit B - Proposal — reading text

• Organize, analyze and explore options so that a clear an d concise reconunendation or alternative can be achleved. • Compile open run bid sbeets to be filled by operators based on seniorit)" as well as maintaining responsibility for all aspects of operator sign-ups. • Ensure necessary bus requirements are filled in a timely manner, coordinating between departments to maintain service requirements. • Assist in maintaining discipline of bus operators, administ~r discipline as required and refer ali disciplinary actions to the Manager of Service Operations. • Oversee the rimely compilation of all reports, both wicl,in the department and interdeparunental, to include operator contact and generating reports through the use ofTransitMaster. • Maintain computer software application knowledge and proficiency in the I'\ VL System. • Monitor operator Requests for Leave and work failures, to include operator counseling. • Maintain an 'open door' policy by cultivating a professional, yet cordial working relationship with all bus operators to ensure sa fe, timely service to the public. • Ivl aintain an open line of communication with Union officials and representatives w hen Issues al'ise, ensuring a prompt and fair solution when necessaty. Iov 1980 to VIA Metropolitan Transit, San Antonio, Texas O ct 1992 Position Held: Operator • Opel'a ted various model buses in a safe, efficient manner on line service, special events, charters and school routes. • Responsible for maintaining time schedules and safety of passengers; greeted passengers collected fares and resolved fare clisputes. • Kept in radio contact with Dispatcher to report any problems on the route, such as bad road conditio ns, emergencies and participated in the "Ramo Alert Program." • Filled out Accident/ Incident Reports in a clear, concise manuel'. • Kept information on buses current, such as pocket schedules, rider information, etc. • Supenrlsed some of the new opera tors and prepared reports on their performance. Veteran of the United States Armed Forces (Honorable Discharge 1979 - U.S. Army) EDUCATION University of Texas at San Antonio, San Antonio, Texas BBA in Business Data Systems- Concentration in Management and Accounting  FI.EU to MIlNAO~MENT __ Exhibit 4 - Drug & Alcohol Policy 72  .... a-. ••_ j."4'CUII flEET « MANAGEMENT ~ . . Maruti Fleet and Management Drug and Alcohol policy Revision Date January 2014 Page 1 of 16 Table of Contents 1. Background 2. Purpose and Intent 3. Effects of Alcohol Misuse 4. Conditions of Employment 5. Safety-Sensitive Functions 6. Prohibited Conduct 7. Testing 8. Procedure for Testing 9. Types of Testing 10. Alcohol Testing 11. Drug Testing 12. Testing Methods. Records , Specimen Storage, and Consultation with the Medical Review Officer 13. Consequences of Positive Results 14. Challenges to Workers ' Compensation Test Results 15. Confidentiality 16. Voluntary Rehabilitation 17. Maruti's Right to Discipline 18. Change in Statutes or Regulations 19. Additional Requirements 20. Refusal to Comply 21. Return-to-Duty Agreements 22. Employee Training 23. Drug and Alcohol Coordinator Contact Information Page 2 of 16 Section 1 - Background Pursuant to the Omnibus Transportation Employee Testing Act of 1991 , the Federal Transit Admin istration (FTA) published regulations prohibitin9 drug use and alcohol misuse by transit employees and required transit agencies to test for prohibited drug use and alcohol misuse. 49 Code of Federal Regulations Part 655 , "Prevention of Alcohol Misuse and Prohibited Drug Use in Transit Operations" mandates urine drug testing and breath alcohol testing for all employees in safety-sensitive positions . These regulations prohibit the performance of safety- sensitive functions when there is a positive drug or alcohol test result or an employee refuses to submit to DOT required drug or alcohol testing . In addition , the U.S . Department of Transportatio n (DOT) has issued 49 CFR Part 40 , "Procedu res for Transportation Workplace Drug and Alcohol Testing Prog rams" to provide uniform procedures and standards for conducting drug and alcohol testing programs . The drug and alcohol testing program of Maruti Fleet will be conducted in accordance with 49 CFR Parts 40 and 655, as amended. Employees may request copies of the applicable regulations by contacting Maruti Fleet designated employer representative listed in Section 25 of this policy. Section 2 - Purpose This policy is established to comply with FT A's drug and alcohol testing requirements to ensure employee fitness for duty, and to protect our employees , passengers , and the general public from the risks posed by the use of alcohol and prohibited drugs. This policy is also intended to comply with and incorporate 49 CFR Part 29 , The Drug-Free Workp lace Act of 1988, which requires the establishment of drug-free workplace policies and the reporting of certain drug-related offenses to the FTA, including the reporting of employees convicted of criminal drug offenses that occur in the workplace . The Maruti Fleet and Management, LLC. (Maruti) has a moral and legal inte rest in ensuring that employees are fit to perform their duties and to promote a drug-free workplace. It is recognized that employees are Maruti's most va luable resource and that the goal of this policy is to provide a hea lthy, satisfying work environment, which promotes personal opportunities for growth. Maruti acknowledges that the problem of substance abuse in ou r society and the potential effects of drug abuse and alcohol misuse are substantial in terms of lives lost, injuries and environment and property damage. Drug and/or alcohol addictions are a complex but treatable disease. This policy is designed to not on ly eradicate drug and alcohol abuse in our wo rkplace but to also encourage drug and/or alcohol abusers to seek the assistance they may need. Management should be immediately notified when an alcohol or drug abuse problem is suspected. It is purpose of this policy to ensure workers' fitness for duty and to protect employees , passengers and the public from risks posed by the use of alcohol and prohibited drugs as defined in Section 5 of the policy . It is the intent of this policy that the drug and alcohol testing conducted pursuant to this policy shall be in compliance with all applicable federal and state statutes , including the Drug-Free Workplace Program contained in the Workers' Compensation Act, Florida Statute §440 . 101 and §440 .102 , the regulations adopted pursuant to the statute , the Drug-Free Workplace Act, 41 US.C. §702, and the Omnibus Transportation Employee Testing Act of 1991 (Pub. L. 102-143, Title V), regulations of the Federal Transit Administration ("FTA") contained in 49 C.F.R. Parts 40 and 655, in accordance with Chapter 341.061, Florida Statutes for Public Transportation and Florida Administrative Code (F.A.C.) 14-90. Page 3 of 16 Section 3 - Effects of Alcohol Misuse Two of every three adults in the United States. drink, but 10 percent of those drinkers consume half of the nation 's beer, wine and liquor. An estimated 17 million U.S. adults are alcoholics , which is about six times higher than the number of cocaine users. Alcohol misuse alone claims at least 100,000 lives annually, 25 times as many as all illegal drugs combined. Alcohol abuse affects jobs, health , and can ruin lives. The clinical symptoms of physical dependence on alcohol "is tolerance" to the effects of alcohol and the withdrawal symptoms that develop when one abstains from its use. These symptoms include headaches, anx iety, insomnia, and nausea. Tolerance can be an early sign of alcohol dependence. A long time user of alcohol may appear sober even if he or she has a blood alcohol concentration that would no rmally indicate intoxication. Behavior signs of alcohol abuse include ignoring continued warnings that alcohol is causing problems in one 's life, missing days of work, mo re than one arrest for an alcohol related incident or signs of impaired health from alcohol usage. Excessive alcohol use can damage the liver; pancreas , brain , nerves, and cardiovascular system. Signs of alcohol abuse can include a person being preoccupied , looking forwa rd to th e next opportunity to have a drink; a tendency to select social activities whe re alcohol is ava ilable or excessive talking about drin king ; use of alcohol as medicine, for example : to help one sleep ; increased tolerance to alcohol intake ; loss of the ability to control one's intake of alcohol ; the inability to have just one drink; solitary drinking ; drinking excessively, for example: orde ring doubles or gulping down drinks; making excuses for drin king; temporary lapses in memory (blackouts); and denial, t he inability to see the damage that drinking is causing in one's life. Helping someone with a drinking problem frequently requires intervention. Due to the serious consequences that could occur as a result of an employee being impaired by alcohol or when an alcohol problem is suspected , employees should immediately notify a supervisor or manager for assistance. Section 4 - Conditions of Employment 1. As a condition of employment, employees are prohibited from possessing , consu ming , or reporting to wo rk or working with the presence of alcohol or drug s in the ir body as defined by the statutes cited in Section 1. Violation of this policy shall result in immediate discipline up to and includ ing termination and the denia l of eligibility for Workers' Compensation medical and indemnity benefits in accordance with Florida Statute §440.102 of the Workers' Compensation Act (See Section 12). 2. Pursuant to Maruti policy and the Drug Free Workplace Act of 1988 , if an employee is arrested for a drug related violation of federa l or state law, he/she will be subj ect to drug and/or alcohol testing. If the employee is found gu ilty of a drug related felony, he or she wi ll be te rminated. 3. Pursuant to Maruti policy and the Drug Free Workplace Act of 1988 , if an employee is convicted of a drug statute violation that occurring on or off the workplace , he or she must notify Maruti management in writing no later than 24 hours after the co nviction. Page 4 of 16 Section 5 - Safety-Sensitive Functions Covered Employees This policy applies to all safety -sensitive transit system employees as identified and described herein. All full-time, part-time employees and subcontractors , when performing safety-sensitive duties, are covered by this policy when performing any Maruti Fleet related business. This policy applies to off-site lunch periods or breaks when an employee is scheduled to return to work. In ,addition, this policy applies to vendors who perform safety sensitive duties , who are required to hold a Commercial Driver's License, or who receive remuneration in excess of his or her actual expenses incurred while engaging in the company's operations. This written