Common use of Drug-Free Workplace Policy Clause in Contracts

Drug-Free Workplace Policy. The District is committed to maintaining a work environment free from the influence of alcohol and drugs in keeping with the spirit and intent of the Drug-Free Workplace Act of 1988. Illegal drugs in the workplace are a danger to all of us. They impair health, promote crime, lower productivity and quality, and undermine public confidence in the work we do. The use of any controlled substances is inconsistent with the behavior expected of our employees. It subjects all employees as well as visitors to our facilities and work sites to unacceptable safety risks and undermines the District’s ability to operate effectively and efficiently. In this connection, any location at which Monterey Peninsula Water Management District business is conducted, whether on District property or at any other site, is declared to be a drug-free workplace. This means that: 1. All employees are absolutely prohibited from engaging in the unlawful manufacture, distribution, dispensation, possession, sale, or use of a controlled substance in the workplace or while engaged in District business off our premises. Any employee violating the policy is subject to discipline, up to and including termination for the first offense. 2. Should an employee be required to take any kind of prescription or nonprescription medication that could affect job performance, the employee is required to report this to his/her supervisor. The supervisor will determine if it is necessary to temporarily place the employee on another work assignment or to take other action as appropriate. 3. Employees have the right to know the dangers of drug abuse in the workplace, the District’s policy about it, and what help is available to combat drug problems. The District will provide educational material and conduct training for all employees on this subject. The District also recognizes that substance abuse is treatable and is willing to provide referral assistance to those who want to understand and correct their problem before it impairs their performance and jeopardizes their employment. One source of treatment for drug/alcohol dependency is provided to District employees through their coverage under the District’s Employee Assistance Plan. 4. Any employee convicted of violating a criminal drug statute in this agency’s workplace must inform the District of such conviction (including pleas of guilty and nolo contendre) within five (5) days of its occurrence. 5. The District reserves the right to offer employees convicted of violating a criminal drug statute in the workplace participation in an approved rehabilitation or drug abuse assistance program as an alternative to discipline. If such a program is offered, and accepted by the employee, then the employee must satisfactorily participate in the program as a condition of continued employment.

Drug-Free Workplace Policy. The District is committed to maintaining a work environment free from the influence of alcohol and drugs in keeping with the spirit and intent of the Drug-Free Workplace Act of 1988. Illegal drugs in the workplace are a danger to all of us. They impair health, promote crime, lower productivity and quality, and undermine public confidence in the work we do. The use of any controlled substances is inconsistent with the behavior expected of our employees. It subjects all employees as well as visitors to our facilities and work sites to unacceptable safety risks and undermines the District’s ’ s ability to operate effectively and efficiently. In this connection, any location at which Monterey Peninsula Water Management District business is conducted, whether on District property or at any other site, is declared to be a drug-free workplace. This means that: 1. All employees are absolutely prohibited from engaging in the unlawful manufacture, distribution, dispensation, possession, sale, or use of a controlled substance in the workplace or while engaged in District business off our premises. Any employee violating the policy is subject to discipline, up to and including termination for the first offense. 2. Should an employee be required to take any kind of prescription or nonprescription medication that which could affect his/her job performance, the employee is required to report this to his/her supervisor. The supervisor will determine if it is necessary to temporarily place the employee on another work assignment or to take other action as appropriate. 3. Employees have the right to know the dangers of drug abuse in the workplace, the District’s ’ s policy about it, and what help is available to combat drug problems. The District will provide educational material and conduct training for all employees on this subject. The District also recognizes that substance abuse is treatable and is willing to provide referral assistance to those who want to understand and correct their problem before it impairs their performance and jeopardizes their employment. One source of treatment for drug/alcohol dependency is provided to District employees through their coverage under the District’s ’ s Employee Assistance Plan. 4. Any employee convicted of violating a criminal drug statute in this agency’s ’ s workplace must inform the District of such conviction (including pleas of guilty and nolo contendre) within five (5) days of its occurrence. 5. The District reserves the right to offer employees convicted of violating a criminal drug statute in the workplace participation in an approved rehabilitation or drug abuse assistance program as an alternative to discipline. If such a program is offered, and accepted by the employee, then the employee must satisfactorily participate in the program as a condition of continued employment.

Drug-Free Workplace Policy. ‌ The District is committed to maintaining a work environment free from the influence of alcohol and drugs in keeping with the spirit and intent of the Drug-Free Workplace Act of 1988. Illegal drugs in the workplace are a danger to all of us. They impair health, promote crime, lower productivity and quality, and undermine public confidence in the work we do. The use of any controlled substances is inconsistent with the behavior expected of our employees. It subjects all employees as well as visitors to our facilities and work sites to unacceptable safety risks and undermines the District’s ability to operate effectively and efficiently. In this connection, any location at which Monterey Peninsula Water Management District business is conducted, whether on District property or at any other site, is declared to be a drug-free workplace. This means that: 1. All employees are absolutely prohibited from engaging in the unlawful manufacture, distribution, dispensation, possession, sale, or use of a controlled substance in the workplace or while engaged in District business off our premises. Any employee violating the policy is subject to discipline, up to and including termination for the first offense. 2. Should an employee be required to take any kind of prescription or nonprescription medication that could affect job performance, the employee is required to report this to his/her supervisor. The supervisor will determine if it is necessary to temporarily place the employee on another work assignment or to take other action as appropriate. 3. Employees have the right to know the dangers of drug abuse in the workplace, the District’s policy about it, and what help is available to combat drug problems. The District will provide educational material and conduct training for all employees on this subject. The District also recognizes that substance abuse is treatable and is willing to provide referral assistance to those who want to understand and correct their problem before it impairs their performance and jeopardizes their employment. One source of treatment for drug/alcohol dependency is provided to District employees through their coverage under the District’s Employee Assistance Plan. 4. Any employee convicted of violating a criminal drug statute in this agency’s workplace must inform the District of such conviction (including pleas of guilty and nolo contendre) within five (5) days of its occurrence. 5. The District reserves the right to offer employees convicted of violating a criminal drug statute in the workplace participation in an approved rehabilitation or drug abuse assistance program as an alternative to discipline. If such a program is offered, and accepted by the employee, then the employee must satisfactorily participate in the program as a condition of continued employment.

Drug-Free Workplace Policy. The District is committed SUBRECIPIENT agrees to maintaining a work environment free from the influence of alcohol and drugs in keeping with the spirit and intent of the Drug-Free Workplace Act of 1988. Illegal drugs in the workplace are a danger to all of us. They impair health, promote crime, lower productivity and quality, and undermine public confidence in the work we do. The use of any controlled substances is inconsistent with the behavior expected of our employees. It subjects all employees as well as visitors to our facilities and work sites to unacceptable safety risks and undermines the District’s ability to operate effectively and efficiently. In this connection, any location at which Monterey Peninsula Water Management District business is conducted, whether on District property or at any other site, is declared to be provide a drug-free workplace. This means thatworkplace in accordance with the City of Santa Maria's Drug Free Workplace Policy as follows: 1. All A. SUBRECIPIENT will publish a statement notifying employees are absolutely prohibited from engaging in that the unlawful manufacture, distribution, dispensationdispensing, possession, sale, or use of a controlled substance is prohibited in the SUBRECIPIENT's workplace or while engaged in District business off our premises. Any employee violating and will specify the policy is subject to discipline, up to and including termination actions that will be taken against employees for the first offenseviolation of such prohibition. 2. Should B. SUBRECIPIENT will establish an employee be required ongoing drug-free awareness program to take any kind of prescription or nonprescription medication that could affect job performance, the employee is required to report this to his/her supervisor. inform employees about: (1) The supervisor will determine if it is necessary to temporarily place the employee on another work assignment or to take other action as appropriate. 3. Employees have the right to know the dangers of drug abuse in the workplace; (2) The SUBRECIPIENT's policy of maintaining a drug-free workplace; (3) Any available drug counseling, rehabilitation, and employee assistance programs; and (4) The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace. C. SUBRECIPIENT will require that each employee to be engaged in the performance of the grant be given a copy of the statement specified in paragraph A; D. SUBRECIPIENT will notify the employee that, as a condition of employment under the grant, the District’s policy about it, and what help is available to combat drug problems. The District will provide educational material and conduct training employee will: (1) Abide by the terms of the statement specified in paragraph A; and (2) Notify the employer in writing of his or her conviction for all employees on this subject. The District also recognizes that substance abuse is treatable and is willing to provide referral assistance to those who want to understand and correct their problem before it impairs their performance and jeopardizes their employment. One source a violation of treatment for drug/alcohol dependency is provided to District employees through their coverage under the District’s Employee Assistance Plan. 4. Any employee convicted of violating a criminal drug statute in this agency’s workplace must inform the District of such conviction (including pleas of guilty and nolo contendre) within five (5) days of its occurrence. 5. The District reserves the right to offer employees convicted of violating a criminal drug statute occurring in the workplace participation no later than five calendar days after such conviction. E. SUBRECIPIENT will notify the CITY in writing, within ten calendar days after receiving notice under paragraph D from an approved rehabilitation employee or otherwise receiving actual notice of such conviction. Employers of convicted employees must provide notice to every grant officer or other designee on whose grant activity the convicted employee was working. F. SUBRECIPIENT will take one of the following actions, within 30 calendar days of receiving notice under paragraph D, with respect to any employee who is so convicted: (1) Take appropriate personnel action against such an employee, up to and including termination, consistent with the requirements of the Rehabilitation Act of 1973, as amended; or (2) Require such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program as an alternative approved for such purposes by a federal, state, or local health, law enforcement, or other appropriate agency. G. SUBRECIPIENT agrees to discipline. If such make a program is offeredgood faith effort to maintain a drug-free workplace through implementation of paragraphs A, B, C, D, E, and accepted F. H. The SUBRECIPIENT hereby designates the site(s) listed below as those expected to be used for the performance of work under the grant covered by the employee, then the employee must satisfactorily participate in the program as a condition of continued employment.this Contract: