Agenda - Council - 12/10/2024 - Laserfiche WebLink

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cannabinoids, or pills) on the worksite by a person working as an employee at the cityCity or while "on call" and subject to return to work. Having a medical marijuana card, patient registry number, and/or cannabis prescription from a physician does not allow anyone to use, possess, or be impaired by that drug here. Likewise, the fact that cannabis may be lawfully purchased and consumed does not permit anyone to use, possess, or be impaired by them here. The federal government still classifies cannabis as an illegal drug, even though some states, including Minnesota, have decriminalized its possession and use. There is no acceptable concentration of marijuana metabolites in the blood or urine or oral liquid of an employee who operates our equipment or vehicles or who is on one of our worksites. Applicants and employees are still subject to being tested under our drug, alcohol and cannabis testing policy. Employees are subject to being disciplined, suspended, or terminated after testing positive for cannabis if the employee used, possessed, or was impaired by cannabis, including medical cannabis, while on the premises of the place of employment or during the hours of employment. While Impaired by Alcohol, Drugs or Cannabis Employees are prohibited from being under the influence of alcohol or drugs, including cannabis, or having a detectable amount of an illegal drug in the blood urine or oral liquid when reporting for work; while on duty; while on the cityCity's premises; while operating any cityCity vehicle, machinery, or equipment; or when performing any QityCity business, except (1) pursuant to a valid medical prescription used as properly instructed; or (2) the use of over-the- counter drug used as intended by the manufacturer. Driving While Impaired: A conviction of driving while impaired in a sityCity-owned vehicle at any time during business or non -business hours, or in an employee -owned vehicle while conducting ei yCity business, may result in discipline, up to and including discharge. Criminal Drug Convictions: Any employee convicted of any criminal drug statute must notify their his or her supervisor and the Administrative Services Director or the Administrative Services Director's their designee in Human Resource in writing of such conviction no later than five days after such conviction. Within 30 days after receiving notice from an employee of a drug -related conviction, the sityCity will take appropriate personnel action against the employee up to and including discharge or require the employee to satisfactorily participate in a drug abuse assistance or rehabilitation program as an alternative to termination. In the event notice is not provided to the supervisor and the employee is deemed to be incapable of working safely, the employee will not be permitted to work and will be subject to disciplinary action, including dismissal from employment. In accordance with the Federal Drug -Free Workplace Act of 1988, if the sityCity is receiving federal grants or contracts of over $25,000, the cityCity will notify the appropriate federal agency of such conviction within 10 days of receiving notice from the employee. 1011Page