2002-09-16 CC WS Packet - Laserfiche WebLink

Home Browse Search

maintaining close working relationships among employees in instances where harassment has occurred. Because of this, the City urges that conduct which is viewed as offensive, be reported immediately to allow for corrective action to be taken through education and initial counseling, if appropriate. Management has the obligation to provide an environment free of sexual harassment. The City of Centerville is obligated to prevent and correct unlawful harassment in a manner which does not abridge the rights of the accused. To accomplish this task, the cooperation of all employees is required. The City of Centerville will, in all cases, take action to correct any reported harassment to the extent evidence is available to verify the alleged harassment and any related retaliation. All allegations will be investigated. Strict confidentiality is not always possible in all cases of sexual harassment as the accused has the right to answer charges made against them, particularly if discipline is a possible outcome. Reasonable efforts will be made to respect the confidentiality of the individuals involved, to the extent possible. 19 ALCOHOL OR DRUGS; TREATMENT AND COUNSELING 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 is subject to disciplinary action. In instances where it is necessary, sick 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. 20 DRUG FREE WORKPLACE In accordance with federal law and the City of Centerville has adopted the following policy on drugs in the workplace: . Employees are expected and required to report to work on time and 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. . 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. . The City recognizes drug dependency as an illness and a major health problem. The City also recognizes drug abuse as a potential