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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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City of Arden Hills Personnel Policy Effective February 29,2016 <br />1) The City has first given the employee an opportunity to participate in either a <br />drug or alcohol counseling or rehabilitation program, whichever is more <br />appropriate, as determined by the City after consultation with a certified <br />chemical use counselor or physician trained in the diagnosis and treatment of <br />chemical dependency. Participation by the employee in any recommended <br />substance abuse treatment program will be at the employee's own expense or <br />pursuant to the coverage under an employee benefit plan.The certified chemical <br />use counselor or physician trained in the diagnoses and treatment of chemical <br />dependency will determine if the employee has followed the rehabilitation <br />program as prescribed; and <br />2)The employee has either refused to participate in the counseling or <br />rehabilitation program or has failed to successfully complete the program, as <br />evidenced by withdrawal from the program before its completion or by a refusal <br />to test or positive test result on a confirmatory test after completion of the <br />program. <br />Other Misconduct. Nothing in this policy limits the right of the City to discipline or <br />dismiss an employee on grounds other than a positive confirmatory test result, <br />including conviction of any criminal drug statute for a violation occurring in the <br />workplace or violation of other city personnel policies. <br />Emergency Call Back to Work Provisions. If an employee is called out for a City emergency <br />and he or she reports to work and is suspected of being under the influence of drugs or alcohol, <br />he or she will not be subject to the testing procedures of this policy, but may be subject to <br />discipline and will not be allowed to work. Appropriate arrangements for return transportation <br />to the employee's residence will be made. It is the sole responsibility of the employee who is <br />under the influence of alcohol and/or drugs and who is called out for a City emergency, to <br />notify his or her supervisor of this information and advise if he or she is unable to respond to <br />the emergency call back. <br />NON-DISCRIMINATION <br />The City of Arden Hills' policy on work-related substance abuse is non-discriminatory in intent and <br />application; however, in accordance with Minn. Stat., ch. 363, disability does not include conditions <br />resulting from alcohol or other drug abuse which prevents an employee from performing the essential <br />functions of the job in question or constitutes a direct threat to property of the safety of individuals. <br />Furthermore, the City will not retaliate against any employee for asserting his or her rights under this <br />policy. <br />CITY'S EMPLOYEE ASSISTANCE PROGRAM <br />The City has in place a formal employee assistance program(EAP) to assist employees in addressing <br />serious personal or work-related problems at any time. The City's EAP provides confidential, cost- <br />free, short-term counseling to employees and their families. Employees who may have an alcohol or <br />other drug abuse problem are encouraged to seek assistance before a problem affects their employment <br />status. Employee assistance program services are available by contacting <br />26
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