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Nothing in this Policy limits the right of the City to discipline or discharge an employee on grounds <br />other than a positive test result in a Confirmatory Test. For example, possession, observed <br />consumption of a controlled substance, the sale of a controlled substance on City premises, or <br />conviction under any criminal drug statute for a violation occurring in the workplace, may by <br />themselves, be grounds for discipline or discharge. Any City employee may be subject to discipline <br />up to and including termination for violation of this Policy or any rules adopted by the City with <br />respect to the manufacture, use, sale, or transfer of drugs and alcohol. <br />Administrative Responsibility: <br />The City Administrator, or his or her designees, shall be responsible for implementing this Policy. <br />Each Department Head and supervisor shall be responsible for informing their employees of this <br />Policy. Each employee of the City shall be notified of this Policy. Employees shall acknowledge, <br />in writing, receipt of this Policy. <br />Collective Bargaining Unit Conflict: <br />Nothing set forth in this Drug Free Workplace Policy is intended to conflict or interfere with the <br />terms of a collective bargaining agreement, if any, between the City and its employees. <br />Employee Assistance Program: The City contracts with an outside Employee Assistance <br />Program (E.A.P.) to provide free, confidential assessment and referral services for any number of <br />personal problems including drug and alcohol abuse and misuse. Employees are encouraged to <br />use this service to obtain assistance for themselves or family members. To obtain more <br />information, contact Human Resources. <br />821Page <br />