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other controlled substance while the employee is working, while the employee is on the <br />employer's premises, representing the City away from the workplace during work hours, or <br />operating the employer's vehicle, machinery or equipment, except to the extent authorized by a <br />valid medical prescription. <br />Unless specifically authorized as part of the employee's work duties, no employee shall use, possess, <br />manufacture, distribute, dispense, sell, or transfer drugs, alcohol, or drug paraphernalia while the <br />employee is working, while the employee is on the employer's premises, representing the City away <br />from the workplace during work hours, or operating the employer's vehicle, machinery or <br />equipment, except to the extent authorized by a valid medical prescription. Off duty employees <br />may use or possess alcohol on City premises such as parks and parking lots when said use and <br />possession is not prohibited to members of the general public. The sale of alcohol which is part of <br />an employee's job duty is an exception to this policy. <br />Violations of this policy will result in disciplinary action, up to and immediate including <br />termination, and may have legal consequences. <br />As a condition of employment, each and every employee of the City must abide by the terms of this <br />policy and must report in writing any instance of the employee's own conviction under a criminal <br />drug statute. Any such conviction must be reported to the City Human Resources Manager within <br />five (5) days after the conviction. Upon receipt of such notification, the City shall notify the <br />appropriate federal agency of such conviction within the time period required by law. <br />An employee convicted of a criminal drug offense committed in the course of employment will be <br />subject to appropriate disciplinary action and/or required to complete successfully an appropriate <br />rehabilitation program at the employee's own expense unless provided to the employee through <br />insurance coverage. The City, in its sole discretion, shall determine what disciplinary action is <br />appropriate. <br />Drug and Alcohol Testing: <br />Purpose: The purpose of this policy is to provide for the testing of employees and job applicants in <br />conformance with the requirements of Minnesota State law. <br />Scope: This drug and alcohol testing policy applies to all employees of the City and to all job <br />applicants who have received a conditional offer of employment by the City. <br />Definitions: For purposes of the Policy, the following definitions will apply, unless such definitions <br />are inconsistent with applicable law. In the event of such a conflict, the terms will be given the <br />meaning imposed by law: <br />• Alcohol: Ethyl alcohol. <br />• Confirmatory Test and Confirmatory Retest: A drug or alcohol test that uses a method of <br />analysis authorized by Minnesota law for providing specific data as to the drugs, alcohol, <br />or their metabolites detected in an initial screening test. <br />73 1Page <br />