Res. #24-006 - Adopting a Revised Personnel Policy

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25. DRUG & ALCOHOL -FREE WORKPLACE 25.1 Policy General: In accordance with Federal law, the City of Centerville has adopted the following policy on drugs and alcohol in the workplace: A) Employees are expected and required to report to work on time, in appropriate mental and physical condition, ready to perform the duties of their job. It is the City's intent and obligation to provide a drug -free, safe, and secure work environment. B) The unlawful manufacture, distribution, possession, or use of a controlled substance on City property or while conducting City business is absolutely prohibited. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences. C) The City recognizes drug dependency as an illness and a major health problem. The city also recognizes drug abuse as a potential health, safety, and security problem. Employees needing help in dealing with such problems are encouraged to use their health insurance plans, as appropriate. D) Employees must, as a condition of employment, abide by the terms of the City's drug and alcohol policy and must report any conviction under a criminal drug statute for violations occurring on or off the work premises while conducting City business. A report of the conviction must be made within five (5) days after the conviction as required by the Drug -Free Workplace Act of 1988. 25.2 Drug and/or Alcohol Treatment Discipline: Employees are prohibited from possessing or consuming alcohol or non- prescription drugs while on the job. Any Employee who reports to work incapacitated or whose performance is impaired through the use of alcohol or non-prescription drugs will be subject to disciplinary action. Leave: In instances where it is necessary, personal leave may be granted for an evaluation, treatment, or rehabilitation on the same basis as is granted for ordinary health problems. Consideration will be given for use of leave of absence without pay as defined by the City's personnel policies. Assistance: The City has also made available access to an Employee Assistance Program (EAP), sponsored by CIGNA Behavioral Health Services. 25.3 Pre -Employment Drug and/or Alcohol Screening Applicability: The City has determined that a pre -employment drug and/or alcohol screen is necessary to determine fitness for all City positions. All offers of employment shall be made contingent upon successful completion of this screening. They shall be required of all candidates who are conditionally offered employment for a given job class. Page 44 of 60