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oral liquid of an employee who operates our equipment or vehicles or who is on one of our <br />worksites. Applicants and employees are still subject to being tested under our drug, alcohol and <br />cannabis testing policy. <br />Employees are subject to being disciplined, suspended, or terminated after testing positive for <br />cannabis if the employee used, possessed, or was impaired by cannabis, including medical <br />cannabis, while on the premises of the place of employment or during the hours of employment. <br />While Impaired by Alcohol, Drugs or Cannabis <br />Employees are prohibited from being under the influence of alcohol or drugs, including <br />cannabis, or having a detectable amount of an illegal drug in the blood, urine or oral liquid when <br />reporting for work; while on duty; while on the City's premises; while operating any City <br />vehicle, machinery, or equipment; or when performing any City business, except (1) pursuant to <br />a valid medical prescription used as properly instructed; or (2) the use of over-the-counter drug <br />used as intended by the manufacturer. <br />Driving While Impaired <br />A conviction of driving while impaired in a City -owned vehicle at any time during business or <br />non -business hours, or in an employee -owned vehicle while conducting City business, may result <br />in discipline, up to and including discharge. <br />Criminal Drug Convictions <br />Any employee convicted of any criminal drug statute must notify their supervisor and the <br />Administrative Services Director or the Administrative Services Director's designee in Human <br />Resources in writing of such conviction no later than five days after such conviction. Within 30 <br />days after receiving notice from an employee of a drug -related conviction, the City will take <br />appropriate personnel action against the employee up to and including discharge or require the <br />employee to satisfactorily participate in a drug abuse assistance or rehabilitation program as an <br />alternative to termination. In the event notice is not provided to the supervisor and the employee <br />is deemed to be incapable of working safely, the employee will not be permitted to work and will <br />be subject to disciplinary action, including dismissal from employment. In accordance with the <br />Federal Drug -Free Workplace Act of 1988, if the City is receiving federal grants or contracts of <br />over $25,000, the City will notify the appropriate federal agency of such conviction within 10 <br />days of receiving notice from the employee. <br />Failure to Disclose Lawful Drugs <br />Employees taking a lawful drug, including prescription and over-the-counter drugs or cannabis, <br />which may impair their ability to perform their job responsibilities or pose a safety risk to <br />themselves or others, must advise their supervisor of this before beginning work. It is the <br />employee's responsibility to seek out written information from their physician or pharmacist <br />regarding medication and any job performance impairment and relay that information to their <br />supervisor. In the event of such a disclosure, the employee will not be authorized to perform <br />safety -sensitive functions. <br />REVIEW AND NOTIFICATION OF TEST RESULTS <br />92 <br />