ALCOHOL USE PROHIBITIONS. 39
40 A. The consumption of alcohol on City property or while on duty (during 41 working hours, while at work, etc.) is prohibited and will result in disciplinary 42 action, up to and including dismissal. Exception shall be made for 43 permitted/contractual events attended off duty on City Property and for 1 undercover officers on duty who must drink as a part of the work 2 assignment to maintain undercover status.
4 B. Off-duty use of alcohol which adversely affects an employee's job 5 performance or adversely affects or threatens to adversely affect other 7 to his/her job, fellow workers' reputations, or goodwill in the community may 8 result in disciplinary action up to and including dismissal.
10 C. Except as provided herein, the personal possession (e.g., on the person, or 11 in a desk, locker, City vehicle, etc.) of alcohol on City property or during 12 working hours will result in disciplinary action, up to and including dismissal.
14 D. It is against the City's program and a violation of City policy to report to work 15 or to work under the influence of alcohol.
17 E. For purposes of implementing § 440.101-.102, Fla. Stat., an employee is 18 presumed to be under the influence of alcohol if a breath test shows alcohol 19 usage as set forth in Section VIII (K) or as otherwise provided by Section I 20 – Purpose.
22 F. An employee who Management has reason to suspect is under the 23 influence of alcohol will be removed immediately from the workplace and 24 will be tested and evaluated by authorized personnel selected in 25 accordance with this program. The City will take further action (i.e., further 26 testing, referral to counseling, and/or disciplinary action) based on medical 27 information, work history, and other relevant factors. The determination of 28 appropriate action in each case rests solely with the City.
30 G. An employee who fails an alcohol test will be subject to an Internal Affairs 31 investigation and disciplinary action. Such disciplinary action may include 32 termination for a first offense, absent mitigating circumstances.
34 H. Efforts to tamper with, or refusal to submit to an alcohol test will subject the 35 employee to dismissal. 37 Refusal is defined as follows: 38 39 Refuse to submit (to an alcohol or controlled substances test) means that 40 an employee: 42 (a) fails to provide adequate breath or blood for testing without a valid 43 medical explanation after he or she has received notice of the 44 requirement for alcohol t...
ALCOHOL USE PROHIBITIONS. The consumption of alcohol on City property or while on duty (during 21 working hours, while at work, etc.) is prohibited and will result in 22 disciplinary action, up to and including dismissal. The prohibition of 23 consumption of alcohol upon City property or on duty does not, however, 24 apply to those assignments, premises, or events at which consumption of 25 alcohol is authorized by management. Such authorization does not 26 encourage, sanction, or authorize any individual to consume alcohol in 27 excess to a point of being intoxicated. Therefore, any employee at an 28 event, who in the sole opinion of the Management becomes intoxicated, 29 must refrain from further consumption of alcohol and, upon request by 30 Management, leave the function. Failure to comply with the request 31 constitutes a violation of the program and will subject the employee to 32 disciplinary action. 33
ALCOHOL USE PROHIBITIONS. 16 A. The consumption of alcohol on City property or while on duty (during 17 working hours, while at work, etc.) is prohibited and will result in 18 disciplinary action, up to and including dismissal. The prohibition of 19 consumption of alcohol upon City property or on duty does not, however, 20 apply to those assignments, premises, or events at which consumption of 21 alcohol is authorized by management. Such authorization does not 22 encourage, sanction, or authorize any individual to consume alcohol in 23 excess to a point of being intoxicated. Therefore, any employee at an 24 event, who in the sole opinion of the Management becomes intoxicated, 25 must refrain from further consumption of alcohol and, upon request by 26 Management, leave the function. Failure to comply with the request 27 constitutes a violation of the program and will subject the employee to 28 disciplinary action. 29
30 B. Off-duty use of alcohol may adversely affect an employee’s job 31 performance or adversely affect or threaten to adversely affect other 32 interests of the City, including but not limited to the employee’s 33 relationship to his/her job, fellow workers’ reputations, or goodwill in the 1 community. Disciplinary action up to and including dismissal may be 2 imposed on this basis. 3
4 C. Except as provided herein, the personal possession (i.e., on the person, 5 or in a desk, or locker) of alcohol on City property or during working hours 6 will result in disciplinary action, up to and including dismissal. 7
8 D. It is against the City’s program and a violation of City policy to report to
11 E. For purposes of implementing the City of Gainesville/IAFF Drug-Free 12 Workplace program, an employee is presumed to be under the influence 13 of alcohol if a breath test shows alcohol usage of 0.04% or greater. 14
15 F. An employee who Management has reason to suspect is under the 16 influence of alcohol will be removed immediately from the workplace and 17 will be tested and evaluated by authorized personnel selected by 18 Management, if reasonably available. The City will take further action
19 (i. e., further testing, referral to counseling, and/or disciplinary action) 20 based on medical information, work history, and other relevant factors.
ALCOHOL USE PROHIBITIONS. A. The consumption of alcohol on City property or while on duty (during working hours, while at work, etc.) is prohibited and will result in disciplinary action, up to and including dismissal.
B. Off-duty use of alcohol may adversely affect an employee's job performance or adversely affect or threaten to adversely affect other interests of the City, including but not limited to the employee's relationship to his/her job, fellow workers' reputations, or goodwill in the community. Disciplinary action up to and including dismissal may be imposed on this basis.
C. Except as provided herein, the personal possession (i.e., on the person, or in a desk, locker) of alcohol on City property or during working hours will result in disciplinary action, up to and including dismissal.
ALCOHOL USE PROHIBITIONS. 4 A. The consumption of alcohol on City property or while on duty (during working 5 hours, while at work, etc.) is prohibited and will result in disciplinary action, up 6 to and including dismissal. Exception shall be made for permitted/contractual 7 events attended off duty on City Property and for undercover officers on duty 8 who must drink as a part of the work assignment to maintain undercover 9 status.
11 B. Off-duty use of alcohol which adversely affects an employee's job 12 performance or adversely affects or threatens to adversely affect other 13 interests of the City, including but not limited to the employee's relationship to 14 his/her job, fellow workers' reputations, or goodwill in the community may 15 result in disciplinary action up to and including dismissal.
17 C. Except as provided herein, the personal possession (i.e., on the person, or in 18 a desk, locker, City vehicle, etc.) of alcohol on City property or during working 19 hours will result in disciplinary action, up to and including dismissal.
21 D. It is against the City's program and a violation of City policy to report to work 22 or to work under the influence of alcohol.
24 E. For purposes of implementing § 440.101-.102, Fla. Stat., an employee is 25 presumed to be under the influence of alcohol if a breath test shows alcohol 26 usage as set forth in Section VIII (K) or as otherwise provided by Section I – 27 Purpose
29 F. An employee who Management has reason to suspect is under the influence 30 of alcohol will be removed immediately from the workplace and will be tested 31 and evaluated by authorized personnel selected in accordance with this 32 program. The City will take further action (i.e., further testing, referral to 33 counseling, and/or disciplinary action) based on medical information, work 34 history, and other relevant factors. The determination of appropriate action in 35 each case rests solely with the City.
37 G. An employee who fails an alcohol test will be subject to an Internal Affairs 38 investigation and disciplinary action. Such disciplinary action may include 39 termination for a first offense, absent mitigating circumstances. 40 41 H. Efforts to tamper with, or refusal to submit to an alcohol test will subject the 42 employee to dismissal. 44 Refusal is defined as follows: 45 46 Refuse to submit (to an alcohol or controlled substances test) means that an 47 employee: 1 (a) fails to provide adequate breath or blood for testing without a valid 2 medical exp...
