Laserfiche WebLink
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 /> To assist employees in understanding the perils of drug and alcohol abuse,the City has established a <br /> Drug-Free Awareness Program. This drug and alcohol policy constitutes the City's drug free <br /> awareness program and fulfills the notification requirements of the federal Drug-Free Workplace <br /> Act of 1988. The City will use this program as an ongoing educational effort to prevent and <br /> eliminate drug and alcohol abuse that may affect the workplace. The program will inform <br /> employees of the dangers of drug and alcohol abuse, explain the City's Drug and Alcohol Policy and <br /> the sanctions imposed for its violation, and highlight any treatment, counseling, and rehabilitation <br /> referral services that may be available to employees in the City. Nothing set forth in this policy is <br /> intended to conflict with state or federal law,rules, or regulations. <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 /> Drub and Alcohol Testing: <br /> (a) Purpose: The purpose of this policy is to provide for the testing of <br /> employees and job applicants in conformance with the requirements of <br /> Minnesota State law. <br /> 761Page <br />