[HISTORY: Adopted by the Town Board of the Town of Copake 2-12-1998 by Res. No. 8-98. Amendments noted where applicable.]
Officers and employees — See Ch. 39.
It is the policy of the Town of Copake that the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited on the job or at the workplace.
Employees may be subject to civil, criminal and disciplinary penalties, including dismissal from employment, for failure to observe this policy.
All terms in this policy shall have the meaning and definition as set forth in the Drug-Free Workplace Act.
Dangers of drug abuse in the workplace. (Note: Information obtained from the New York State Division of Alcoholism and Alcohol Abuse pamphlet titled "Alcohol and Drugs on the job.") Employees with chemical dependence problems have a major impact on productivity, staff morale and labor/management relations. Their hidden illness is responsible for:
Town's policy of maintaining a drug-free workplace. It is the stated policy of the Town of Copake to maintain a drug-free workplace as required by the Drug-Free Workplace Act by prohibiting the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance in the workplace of the Town of Copake.
Sanctions. Employees who violate the town's policy of maintaining a drug-free workplace will be subject to criminal, civil and disciplinary penalties, including dismissal from employment.
All employees of the Town of Copake, including those engaged in the performance of federal grants, shall be given a copy of the town's policy.
All employees are hereby notified that, as a condition of employment, employees are required to:
The town must notify the granting agency within ten days after receiving notice from an employee of such a conviction or otherwise receiving actual notice of such conviction. Within 30 days after receiving notice of such an employee's conviction, the town shall either:
Take appropriate personnel action against such employee up to and including termination from employment; or
Require such employee to satisfactorily participate in a drug abuse assistance or rehabilitation program approved for such purposes by the federal, state or local health, law enforcement or other appropriate agency.
Continuing responsibility. The town shall make a good faith effort to continue to maintain a drug-free workplace through the implementation of the requirements contained in the Drug-Free Workplace Act.
If there are any questions regarding this policy, please contact the Town's Attorney's office.