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HR wins renewal for pre/post‑employment physicals; staff clarify medical‑marijuana policy and adopt onboarding checklist
Summary
The IRPS committee approved a one‑year renewal with Concentra Medical Centers (not to exceed $664,985), HR clarified the difference between a medical prescription and a state medical‑marijuana card for testing purposes, and the committee adopted a standardized new‑hire onboarding checklist with a small header amendment for clarity.
The IRPS committee approved a renewal of contract no. 1354714 with Occupational Health Centers of Georgia (DBA Concentra Medical Centers) to provide pre‑ and post‑employment HAZMAT physicals and drug/alcohol testing, exercising the first renewal option through May 31, 2026 at an amount not to exceed $664,985.
Why it matters: the contract covers required medicals and testing for new hires and safety‑sensitive employees and underpins hiring, safety and compliance across county departments.
Benita Ransom, the county’s HR director, explained the renewal and confirmed the contract period clarification that prompted a ratification request. Commissioners asked about testing differences for safety‑sensitive roles: Ransom said all new hires receive a pre‑employment physical and that about 3,700 employees are classified as safety‑sensitive (police, fire, sanitation, CDL holders). She noted DOT rules govern testing for CDL drivers.
Dominique, introduced by HR as the occupational‑compliance lead on drug testing, clarified the county’s practice: a valid medical prescription for marijuana would be handled differently than a state medical‑marijuana card. "If you have a prescription for any drug including marijuana, it would be negative testing," Dominique said, adding that a state card alone is treated as a preference and a positive test without a prescription could lead to duty restrictions or disciplinary action under county policy. HR committed to making this distinction clear at recruitment events, including a July 10 job fair.
The committee also considered and approved a District 7 resolution to formalize a new‑hire onboarding checklist (already implemented administratively as part of CV 360). Commissioner Messiah asked for a short header sentence to precede the checklist — the chair and HR agreed to add a simple clause clarifying that each new hire should be familiar with the listed items. A motion to approve the resolution with the friendly amendment was moved, seconded and passed by voice vote.
The committee recorded the contract renewal, the policy clarification and the onboarding resolution as approved during the meeting.
