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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 Bamainint!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 />