the municipal secretary desktop reference manual - Southwestern ...

Personnel Policy Compendium
Drug-Free Workplace Policy
Basic Policy
Drug-Free Workplace Policy
As required by the Federal Drug-Free Workplace Act of 1988 for
certain recipients of federal funds.
Detailed Policy
Employees are hereby notified that of the following.
Policy Statement
policy is to maintain a drug-free workplace.
prohibits the unlawful manufacture, distribution, dispensing, possession
or use of a controlled substance in the workplace. Any employee who violates
this policy will be subject to immediate suspension and may be subject to
termination.
If an employee is convicted of any criminal drug statute for a violation occurring
in the workplace, said employee must notify the appointing authority within five
days after such conviction. Failure to provide such notification will be
grounds for discharge.
has an Employee Assistance Program with five certified drug
and alcohol abuse counselors who are qualified to counsel employees who
have a drug and/or alcohol related problem. Drug abuse is extremely dangerous
and the
urges employees who even suspect that they may have
a problem to avail themselves of this program.
has scheduled orientation sessions on the Employee Assistance
Program. The orientation program in addition to providing basic
program information, also addresses alcohol and drug-related problems,
including how to recognize such problems.
The citizens of
have a right to receive efficient and effective public
services and all
employees should be afforded a safe and healthy work
environment. The government of
needs to assure that its employment
program does not result in negligent hiring liabilities. These considerations, however,
must be balanced against the protection of each employee's constitutional rights to
privacy and against illegal searches and seizures.
The
recognizes that substance abuse impairs an employee's ability to
safely and productively carry out assigned duties. This policy considers the disparate
issues, as well as generic applicable legislative requirements and judicial
decisions, in addressing the impact of work-related illegal drug use, while taking steps to
detect and deter such drug use.
If any provision is inconsistent with a collectively bargained agreement it will not be
implemented until this status is resolved.
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