Alcohol/Drug Free Workplace – Procedures. (A) Evidence of an employee who ingests, uses, suffers from the effects of or is involved in furnishing, selling, or offering alcohol or illegal or non-medically prescribed drugs while on the job must be reported immediately to the employee’s Department Director, who shall notify Human Resources immediately. Human Resources will consult with appropriate parties to evaluate the circumstances and determine next steps.
(B) An employee is required to perform his or her duties in a safe and productive manner, and supervisors have a responsibility to ensure that this is done. If a supervisor has reasonable suspicion that an employee is ingesting, using, suffering from the effects of or is involved in furnishing, selling or offering illegal or non-medically prescribed drugs or alcohol, the supervisor shall report such suspicions to the employee’s Department Director, who shall notify Human Resources immediately. Human Resources will consult with appropriate parties to evaluate the circumstances and determine next steps. If the supervisor believes there is an imminent threat to the safety of the employee or others, the supervisor shall take those actions, in coordination with other City officials, as appropriate, necessary to ensure that safe and productive working conditions are maintained. The City retains the right and authority to remove an employee from duty in the event that the City has a rational basis for concluding that the employee’s safety, judgment or ability to work has been adversely affected.
(C) If the City has reasonable suspicion to suspect that an employee is impaired and/or not fit for duty, it may require the employee to submit to a medical examination by a City designated medical facility. It is the responsibility of the City designated medical facility to determine after the examination whether the employee is fit or unfit for duty. During the examination, the medical facility may require the employee to provide a blood or urine sample for drug and alcohol screening.
(D) In the event of an accident involving personal injury or motor vehicle accident, the employee involved will be subject to a mandatory drug/alcohol test.
Alcohol/Drug Free Workplace – Procedures. (A) Evidence of an employee who possesses, is under the influence, uses or is involved in furnishing, selling, or offering alcohol or illegal drugs while on the job must be reported by employee’s Department Head.
(B) An employee is required to perform his or her duties in a safe manner, and supervisors have a responsibility to ensure that this is done. If a supervisor suspects that an employee is working in an unsafe manner due to drugs or alcohol, the supervisor is responsible for taking those actions necessary to ensure that reasonably safe working conditions are maintained.
(C) If the City has reasonable suspicion to suspect that an employee is not fit for duty, it may require the employee to submit to a medical examination by a City designated medical facility. It is the responsibility of the City designated medical facility to determine after the examination whether the employee is fit or unfit for duty. During the examination, the medical facility may require the employee to provide a blood or urine sample for drug and alcohol screening.
(D) In the event of an accident involving personal injury, the employee involved will be subject to a mandatory drug/alcohol test.
