O-2009-3129 approving updated Employee Policy Handbook

Browse Search

Legal Drugs a) It will be the responsibility of any employee using a potentially impairing legal drug, required for medical treatment or therapy, to inquire of their physician as to the effect that such a drug may have upon the employee's ability to perform his or her job functions. Prior to the performance of City business, the employee must report to their supervisor the use of any legal drug that has been determined by the employee's physician to be potentially impairing. The supervisor who is so informed will contact the City's Human Resources Manager for guidance. b) The undisclosed use of any potentially impairing legal drug by any employee while performing City business or while on City premises is prohibited. However, an employee may continue to work, even though using a potentially impairing legal drug if City management has determined, after consulting with the City's contracted health officials, that such use does not pose a threat to safety and that the using employee's job performance will not be significantly affected. Otherwise, the employee may be required to utilize the Family Medical Leave Act (FMLA), take a leave of absence, or comply with other appropriate action as determined by City management. C) The City at all times reserves the right to judge the effect that a potentially impairing legal drug may have upon work performance and to restrict the using employee's work activity or presence at the workplace accordingly. 4.06 Discipline • Any employee who possesses or uses illegal drugs on City premises or while on City business will be subject to discipline up to and including discharge without benefit of re -hire, or disbarment from the workplace. The City also reserves the right to report any violation of this policy to applicable law enforcement agencies. • Any employee who is found to be in possession of drug paraphernalia or other contraband items in violation of this policy will be subject to discipline up to and including discharge without benefit of re -hire, or disbarment from the workplace. The City also reserves the right to report any violation of this policy to applicable law enforcement agencies. • Any employee who distributes, sells, attempts to sell, attempts to purchase, or transfers illegal drugs on City premises or while on City business will be subject to discipline up to and including discharge without benefit of re -hire, or disbarment from the workplace. The City also reserves the right to report any violation of this policy to applicable law enforcement agencies. • Any employee who is found through drug testing to have in his or her body system a detectable amount of an illegal drug will be subject to discipline up to and including discharge without benefit of re -hire, or disbarment from the 27