My WebLink
|
Help
|
About
|
Sign Out
Home
Browse
Search
10-21-13 Worksession
ArdenHills
>
Administration
>
City Council
>
City Council Packets
>
2010-2019
>
2013
>
10-21-13-WS
>
10-21-13 Worksession
Metadata
Thumbnails
Annotations
Entry Properties
Last modified
10/22/2013 9:27:00 AM
Creation date
10/22/2013 9:26:33 AM
Metadata
Fields
Template:
General
Document
10-21-13 Worksession
General - Type
10-21-13 Worksession
Category
10-21-13 Worksession
Date
10/21/2013
There are no annotations on this page.
Document management portal powered by Laserfiche WebLink 9 © 1998-2015
Laserfiche.
All rights reserved.
/
103
PDF
Print
Pages to print
Enter page numbers and/or page ranges separated by commas. For example, 1,3,5-12.
After downloading, print the document using a PDF reader (e.g. Adobe Reader).
View images
View plain text
City of Arden Hills Personnel Policy Effective August 26, 2003 <br /> <br />DRUG-FREE WORK POLICY <br /> <br />In accordance with federal law, the City of Arden Hills has adop <br />drugs in the workplace: <br /> <br />Employees are expected and required to report to work on time an <br />and physical condition for work. It is our intent and obligation-free, safe, <br />and secure work environment. <br /> <br />The unlawful production, distribution, possession, or use of alcohol, illegal drugs or <br />controlled substances on City property, or while conducting City <br />prohibited. Violations of this policy will result in disciplinar <br />termination of employment, and may have other legal consequences. <br /> <br />The City recognizes drug dependency as an illness and a major he <br />recognizes drug abuse as a potential health, safety, and securit <br />help in dealing with such problems are encouraged to seek and successfully complete <br />treatment. Employees are encouraged to take advantage of the Emp <br />benefit. <br /> <br />Employees must, as a condition of employment, abide by the terms <br />must report any conviction under a criminal drug statute for violations occurrin <br />work premises while conducting City business. A report of the co <br />within five (5) days after the conviction as required by the Dru-Free Workplace Act of 1988. <br /> <br />The use, possession, distribution, production or sale of alcohol <br />work on City time, on City property, or in City vehicles is proh <br />violation of City policy which can result in suspension or dischrge. Drug and alcohol testing <br />of both blood and urine may be conducted under the circumstances <br />will use Minnesota Rule 4740.1075 through 4740.1090 for minimum <br />drug detection limits, to wit: <br /> <br />1. Applicants. All acceptable candidates who have been offered employment or <br />full- or part-time positions in areas where physicals are required will be req <br />to undergo a drug test as part of the placement procedure. This <br />used to detect alcohol, illegal drugs, or their metabolites. We will notify any <br />applicant of test results and, subject to the provisions of numb <br />withdraw an employment offer for anyone who tests positive. <br /> <br />2. Employees may be required to undergo drug and alcohol testing if there is <br />reasonable cause or suspicion to believe that the employee: <br /> <br />a. Is under the influence of drugs or alcohol; or, <br /> <br /> 16 <br />
The URL can be used to link to this page
Your browser does not support the video tag.