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02-16-16-WS
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02-16-16-WS
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2/16/2016 9:08:49 AM
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2/16/2016 8:59:34 AM
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City of Arden Hills Personnel Policy Effective February 29,2016 <br />when performing any city business,except(1)pursuant to a valid medical prescription used as properly <br />instructed; (2) the use of over-the-counter controlled substance used as intended by the manufacturer; <br />or(3) when necessary for approved law enforcement activity. <br />Besides having a zero-tolerance policy for the use or possession of alcohol, illegal drugs, or misused <br />prescription drugs on the worksite,we also prohibit the use,possession of,impairment by any cannabis <br />or medical cannabis products (e.g., hash oils or pills) on the worksite by a person working as an <br />employee at the City or while "on call" and subject to return to work. Having a medical marijuana <br />card, patient registry number, and/or cannabis prescription from a physician does not allow anyone to <br />use, possess, or be impaired by that drug here. The federal government still classifies cannabis as an <br />illegal drug, even though some states have decriminalized its possession and use. There is no <br />acceptable concentration of marijuana metabolites in the blood or urine of an employee who operates <br />our equipment or vehicles or who is on one of our worksites. Applicants and employees are still <br />subject to being tested under our drug and alcohol testing policy. And employees are subject to being <br />disciplined, suspended, or terminated after testing positive for cannabis if the employee used, <br />possessed, or was impaired by cannabis, including medical cannabis, while on the premises of the <br />place of employment or during the hours of employment. <br />While Impaired of Alcohol or Drums <br />Employees are prohibited from being under the influence of alcohol or drugs or having a detectable <br />amount of an illegal drug in the blood or urine [Note: the City should partner with its testing <br />laboratory before establishing percentage levels] when reporting for work; while on duty; is on the <br />City's premises; while operating any city vehicle, machinery, or equipment; or when performing any <br />City business, except (1) pursuant to a valid medical prescription used as properly instructed; or (2) <br />the use of over-the-counter controlled substance 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 non- <br />business hours, or in an employee-owned vehicle while conducting city business, may result in <br />discipline, up to and including discharge. <br />Criminal Controlled Substance Convictions. <br />Any employee convicted of any criminal drug statute must notify his or her supervisor and the Director <br />of Administrative Services in writing of such conviction no later than five days after such conviction. <br />Within 30 days after receiving notice from an employee of a controlled substance-related conviction, <br />the City will take appropriate personnel action against the employee up to and including discharge, or <br />require the employee to satisfactorily participate in a controlled substance abuse assistance or <br />rehabilitation program as an alternative to termination. In the event notice is not provided to the <br />supervisor and the employee is deemed to be incapable of working safely, the employee will not be <br />permitted to work and will be subject to disciplinary action, including dismissal from employment. In <br />accordance with the Federal Drug-Free Workplace Act of 1988, if the City is receiving federal grants <br />or contracts of over $25,000, the City will notify the appropriate federal agency of such conviction <br />within 10 days of receiving notice from the employee if required by federal law. <br />Failure to Disclose Lawful Controlled Substance. <br />Employees taking a lawful controlled substance, including prescription and over-the-counter <br />controlled substances, which may impair their ability to perform their job responsibilities or pose a <br />safety risk to themselves or others, must advise their supervisor of this before beginning work. It is <br />23
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