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--. � 17.6 No regular employee shall be laid off whiie a prohationary employee is warking and provided the senior regular employee is qualified to perform the work available. Layoff shall be according #o seniority within job classification. Probationa��y employees shall be laid off first. Thereafter layoff shall proceed in inveise order of seniority and recail shall be in the i•eveise order of layoff within a classification. Notice of recall shall be sent to employees, at their Iast known address as on f le with the Employe�•, by registered ar certifed mail. If the emplayee fails to report for work within ten (1�) calendar days from the date of mailing of the notice of recall, the employee shall be considered to have resigned. Empioyees shall have the right of tecall for a periad of one (1) year from the initiai layoff date. ARTICLE 18 OUTSIDE EMPLOYMENT 18.1 Employees znay accept outside employrnent during the employee's off duty hou�•s, provided such empioyment is not illegal and would nat bring discredit to the e�nployee's position or to the Pequot Lakes Police Department. Employees must notify the Police Chief, in writing, prior ta commencing such empioyment and may be required by the Police Chief to justify continued employment if the Police � Chief believes ihe employment presents a conflict of interest or if the Police Chief has ather valid abjection to the employment. An employee may not hold himself/herself out as a City employee to his ather employer or to the public rvhen engaged �n outside employment. Such secondary employment cannot interfere with the operation of the department, o�• interfe�•e �vith the empioyee's abiliiy to meet employinent requirements. Employees may not use City-issued weapons, eqitipment, or uniforms in outside employment. ARTICLE I9 DRUG AND ALCOH�L T�STING AND �'ITNESS FOR DiJTY 19.1 Members of ihe bargaining unit shall be subject to drug and aicohol testing in accardance with the City of Pequo# Lakes Poiicy on Controlled Substance and Alcohol Testing. All testing far alcohol shall be through blood testing; the anly exception being that an employee may consent in writing fa an initial breath alcoliol test provided any positive test must be confirmed through blood iesting and provided further the employee must sign a release approved by the Union and the Employer prior to any breath test. If the employee chooses to not sign a release, no adverse employinent action will be taken against the employee solely due to the refusal to sign the reiease. However, if the employee refuses blood testing, the refusal shall constitute a positive test result. �` 22794-4 19