Chapter 4.110
DRUG-FREE WORKPLACE POLICY

Sections:

4.110.005    Purpose and goal.

4.110.010    Applicability.

4.110.020    Drug-free workplace.

4.110.030    Employer responsibility.

4.110.040    Employee alcohol and controlled substances testing.

4.110.005 Purpose and goal.

The city of Palmer is committed to protecting the safety, health and well-being of all employees and other individuals in our workplace. It is recognized that alcohol abuse and drug use pose a significant threat to our goals. The city of Palmer has established a drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug-free environment. The city encourages employees to voluntarily seek help with drug and alcohol problems. (Ord. 12-001 § 3, 2013)

4.110.010 Applicability.

Any individual who conducts business for the city, applies for a position or conducts business on the city’s property is covered by the drug-free workplace policy. The policy includes, but is not limited to, all employees, contractors, volunteers, interns, and applicants. (Ord. 12-001 § 3, 2013)

4.110.020 Drug-free workplace.

A. The city prohibits the unlawful manufacture, distribution, dispensing, possession, or use by an employee of a controlled substance as defined in Schedules I through V of Section 202 of the Controlled Substances Act (21 USC 812), and as further defined by policy at 21 CFR 1308.111308.15 is prohibited in any workplace of the city.

B. All employees will abide by the terms of this policy as a condition of their employment and will notify the city of any criminal drug statute conviction for a violation occurring in the workplace no later than five working days after the conviction. Within two business days of receiving the notice of conviction, the city will take appropriate personnel action against the employee as prescribed by this title, up to and including termination.

C. The city must provide a statement to notify employees of this policy and to establish a drug-free awareness program to inform employees about: the dangers of drug abuse in the workplace; the city’s policy of maintaining a drug-free workplace; any available drug counseling, rehabilitation, and the penalties that may be imposed upon employees for drug abuse violations occurring in the workplace.

D. Each employee will be provided a copy of this policy. (Ord. 12-001 § 3, 2013)

4.110.030 Employer responsibility.

The following steps will be taken to provide a drug-free workplace.

A. The city will publish a statement notifying employees that the violation of such prohibition will subject them to appropriate disciplinary action.

B. The city will establish a drug-free awareness program to inform employees about:

1. The dangers of drug abuse in the workplace;

2. The city’s policy of maintaining a drug-free workplace;

3. The availability of drug counseling and rehabilitation programs;

4. The penalties that the city may impose for drug abuse violations occurring in the workplace.

C. As a condition of employment, each employee shall abide by the terms of the city’s drug-free workplace policy.

D. The city will take disciplinary action up to and including termination against an employee who violates this title.

E. Violations of this title which are also violations of federal or state law may be referred to the appropriate agencies. In such situations, cases may proceed concurrently at the city and in the criminal justice system.

F. As a condition of employment, each employee shall notify the human resources office in writing of any conviction for a violation of a criminal drug statute no later than two business days after such conviction.

1. Within five calendar days after the city learns of a conviction, the city shall initiate personnel action as prescribed in subsection (D) of this section. (Ord. 12-001 § 3, 2013)

4.110.040 Employee alcohol and controlled substances testing.

A. The city will at a minimum provide for the establishment of alcohol and controlled substances testing programs as required by law; the imposition of penalties on employees when tests exceed allowable levels; compliance with reporting and record keeping requirements; dissemination to affected employees of educational materials explaining the legal requirements, this policy; and provide for appropriate staff and supervisor training.

B. All employees subject to laws mandating alcohol and controlled substances testing will comply with such laws and this policy as a condition of their employment. (Ord. 12-001 § 3, 2013)