[HISTORY: Adopted by the Town Board of the
Town of Copake 2-12-1998 by Res. No. 8-98. Amendments noted where
applicable.]
GENERAL REFERENCES
Officers and employees — See Ch. 39.
A.
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.
B.
Employees may be subject to civil, criminal and disciplinary
penalties, including dismissal from employment, for failure to observe
this policy.
C.
All terms in this policy shall have the meaning and
definition as set forth in the Drug-Free Workplace Act.
A.
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:
B.
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.
D.
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:
A.
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:
(1)
Take appropriate personnel action against such employee
up to and including termination from employment; or
(2)
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.
B.
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.
