our intent to provide a work environment that is free from the effects of drug and alcohol abuse.

The manufacture, distribution, sale, possession, transfer, use or being under the influence of illegal drugs, controlled substances, narcotics, or alcohol during work time or on City premises is absolutely prohibited. Violations of this policy will result in disciplinary action, up to and including discharge, and may have legal consequences.

The city recognizes that the maintenance of a drug-free workplace is essential to the safety and welfare of employees. Normal use of prescription medication is not grounds for disciplinary action. An employee shall report to his or her supervisor any usage of over-the-counter or prescribed medication if the use might impair his or her ability to perform duties safely and effectively.

Employees must, as a condition of employment, abide by the terms of this policy and report any charge or conviction(s) for alcohol or drug offences occurring on or off duty. A report of a conviction must be made within five (5) days after the conviction. (This requirement is mandated by the Drug-Free Workplace Act of 1988).

Section 18.2 – Right to Search. The City reserves the right to search all areas and property it fully controls or jointly controls with an employee. A search warrant may be obtained if it becomes necessary to search areas beyond the City’s immediate control.

Section 18.3 – Commercial Driver’s License. If your job requires a Commercial Driver’s License (CDL), by law, you may be subjected to random drug and alcohol testing. If you are called for testing, you may not refuse to take the test. If you test positive for drugs or alcohol, you will be referred to a Substance Abuse Professional for treatment and will not be subject to discipline unless you fail to follow the Professional’s treatment plan. If you have tested positive, you must enter into a Return-To-Work Agreement with the City, detailing the circumstances of your continuing employment with the City.

Section 18.4 – Employee Assistance Program. This city recognizes that personal and emotional problems, including, but not limited to alcoholism, drug abuse, marital and family difficulties, stress, anxiety, depression and other nervous and mental disorders, may affect any employee, and can contribute to declining job performance. In an effort to enhance the personal well-being of employees, the city has contracted with a local provider for counseling services. Employees needing help in dealing with personal and emotional problems are encouraged to seek out an EAP counselor for assistance and appropriate referral where necessary.

Section 18.5 – Return to Duty Testing. Any employee who is abusing drugs or alcohol may request a leave of absence under Article 8 herein to undertake rehabilitation treatment. The employee will not be permitted to return to work until certification is presented to the Personnel Officer that the employee is capable of performing his or her job. Failure to cooperate with an agreed-upon treatment plan may result in discipline, up to and including termination. Participation in a treatment program does not insulate an employee from the imposition of discipline for violations of this or other City policies.