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City of Arden Hills Personnel Policy Effective February 29,2016 <br />Besides having a zero-tolerance policy for the use or possession of alcohol, illegal drugs, <br />or misused prescription drugs on the worksite, we also prohibit the use, possession of, <br />impairment by any cannabis or medical cannabis products (e.g., hash oils or pills) on the <br />worksite by a person working as an employee at the City or while "on call" and subject to <br />return to work. Having a medical marijuana card, patient registry number, and/or <br />cannabis prescription from a physician does not allow anyone to use, possess, or be <br />impaired by that drug here. The federal government still classifies cannabis as an illegal <br />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 <br />who operates our equipment or vehicles or who is on one of our worksites. Applicants <br />and employees are still subject to being tested under our drug and alcohol testing policy. <br />And employees are subject to being disciplined, suspended, or terminated after testing <br />positive for cannabis if the employee used, possessed, or was impaired by cannabis, <br />including medical cannabis, while on the premises of the place of employment or during <br />the hours of employment. <br />While Impaired of Alcohol or Drug(s). <br />Employees are prohibited from being under the influence of alcohol or drugs or having a <br />detectable amount of an illegal drug in the blood or urine when reporting for work; while <br />on duty; is on the City's premises; while operating any city vehicle, machinery, or <br />equipment; or when performing any City business, except (1) pursuant to a valid medical <br />prescription used as properly instructed; or (2) the use of over-the-counter controlled <br />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 <br />business or non-business hours, or in an employee-owned vehicle while conducting city <br />business, may result in 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 <br />and the Director of Administrative Services in writing of such conviction no later than <br />five days after such conviction. Within 30 days after receiving notice from an employee <br />of a controlled substance-related conviction, the City will take appropriate personnel <br />action against the employee up to and including discharge, or require the employee to <br />satisfactorily participate in a controlled substance abuse assistance or rehabilitation <br />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 <br />will not be permitted to work and will be subject to disciplinary action, including <br />dismissal from employment. In accordance with the Federal Drug-Free Workplace Act of <br />1988) if the City is receiving federal grants or contracts of over $25,000, the City will <br />notify the appropriate federal agency of such conviction within 10 days of receiving <br />notice from the employee if required by federal law. <br />23