[Ord. No. 95-205 §1, 12-27-1995]
A. It
is the policy of St. Charles County to ensure that its employees are
free from impairments due to drug and alcohol use. It is also the
policy of St. Charles County to comply with the requirements of the
Drug-Free Workplace Act of 1988 and the Omnibus Transportation Employee
Testing Act of 1991, in order to provide safe, dependable, and economical
services to the citizens of the County and to provide safe working
conditions for its employees.
B. To
meet these goals, it is the policy of the County to insure that its
employees are not impaired in their ability to perform assigned duties
in a safe, productive and healthy manner; to create a work place environment
free from the adverse effects of alcohol and controlled substances
abuse or misuse; to prohibit the unlawful manufacture, distribution,
dispensing, possession or use of alcohol and controlled substances;
and to encourage employees to seek professional assistance when personal
problems, including alcohol and controlled substance dependency, adversely
affect their ability to perform assigned duties.
[Ord. No. 95-205 §2, 12-27-1995]
The purpose of this policy is to assure worker fitness for duty
and to protect employees and the public from the risks posed by the
use of alcohol and controlled substances. It is also the purpose of
this policy to comply with all applicable Federal and State regulations
governing work place alcohol and controlled substance abuse programs
mandated under the above-noted acts. These acts mandate urine drug
testing and breathalyzer alcohol tests for safety-sensitive positions
and prevent performance of safety-sensitive functions when there is
a positive test result. The Federal law has also established standards
for collection and testing of urine and breath specimens, the reporting
of certain drug-related offenses, protective measures for certain
employees tested, for the preservation of confidentiality, and for
certain reporting.
[Ord. No. 95-205 §3, 12-27-1995]
As used in this Part of the Personnel Policy, the following
words shall have these prescribed meanings:
COMMERCIAL DRIVER'S LICENSE
A driver's license issued by the State of Missouri pursuant
to the Uniform Commercial Driver's License Act, Sections 302.700—302.780,
RSMo., (1994), as presently enacted or as amended hereafter.
COMMERCIAL MOTOR VEHICLE
A motor vehicle for transporting passengers or property,
as defined by the Uniform Commercial Driver's License Act, Section
302.700.2(6), RSMo., (1994), as presently enacted or as amended hereafter.
CONTROLLED SUBSTANCE
Any controlled substance as defined by the Drug-Free Workplace
Act of 1988, as presently enacted or as amended hereafter.
COVERED POSITION
Any position identified as safety-sensitive by regulations
adopted by agencies of the United States Department of Transportation
pursuant to the Omnibus Transportation Employee Testing Act of 1991
(including but not limited to any position which requires commercial
driver's licenses).
DELAY
Any failure to immediately report to the test site to participate
in the required testing under this policy.
EMPLOYEE
Any person in the service of St. Charles County except contractors.
MEDICAL REVIEW OFFICER (MRO)
A licensed physician (medical doctor or doctor of osteopathy)
responsible for receiving laboratory results from St. Charles County's
drug testing program, and trained to interpret and evaluate an individual's
confirmed positive test result along with that individual's medical
history and other relevant biomedical information.
SUBSTANCE ABUSE PROFESSIONAL (SAP)
A licensed physician (medical doctor or doctor of osteopathy),
or a licensed or certified psychologist, social worker, employee assistance
professional or addiction counselor (certified by the National Association
of Alcoholism and Drug Abuse Counselors Certification Commission)
with knowledge of and clinical experience in the diagnosis and treatment
of alcohol and controlled substances related disorders.
[Ord. No. 95-205 §4, 12-27-1995; Ord. No. 12-100 §14, 12-18-2012]
A. Pursuant
to the Drug-Free Workplace Act of 1988 and St. Charles County's Personnel
Administration Program, County employees are subject to the following
prohibitions and requirements:
1.
No employee may unlawfully manufacture, distribute, dispense,
possess or use any illegal drug or controlled substance in the workplace,
to include possession of drug paraphernalia.
[Ord. No. 19-112, 12-17-2019]
2. All employees must report, as provided by the mandatory reporting
requirement of St. Charles County's Personnel Administration Program,
their arrests, indictments, convictions, pleas of nolo contendere
or impositions of sentence for the unlawful manufacture, distribution,
dispensation, possession or use of controlled substances, whether
on or off duty. In no case may an employee report such a conviction,
plea, or imposition of sentence any later than five (5) days after
such conviction, plea or sentence.
3. Any employee who violates Subsection
(A)(2) of this Section shall be subject to immediate termination.
4. Within thirty (30) days after an employee reports any conviction, guilty plea or plea of nolo contendere as required by Subsection
(A)(2) of this Section, the employee's appointing authority shall take appropriate disciplinary action against such employee up to or including termination, or require such employee satisfactorily to participate in a drug abuse assistance or rehabilitation program.
B. Pursuant
to the Drug-Free Workplace Act of 1988, the County shall make available
to its employees counseling and information on drug abuse, as follows:
1. Any employee who abuses alcohol or medications or who unlawfully
uses controlled substances may seek assistance through St. Charles
County's Employee Assistance Program;
2. The Human Resources Director shall publish a statement notifying employees of the provisions of Subsection
(A)(1—
4) of this Section and Subsection
(B)(1) of this Section, and informing employees that compliance with the provisions of Subsection
(A)(1—
4) of this Section is a condition of employment by the County; and
3. The Human Resources Director shall establish a drug-free awareness
program to inform employees about the dangers of drug abuse in the
workplace; the County's policy of maintaining a drug-free workplace;
the availability of drug counseling and rehabilitation programs, including
the County's Employee Assistance Program; and the penalties that may
be imposed upon employees for drug abuse violations.
C. All
employees are also subject to the following prohibitions and requirements:
1.
No employee may possess or consume alcohol while on duty, on
County premises during business hours, or in a County vehicle whether
or not while on duty. However, an employee may possess alcohol if
the employee secures his or her supervisor's, appointing authority's,
or elected official's authorization to do so in advance.
[Ord. No. 19-112, 12-17-2019]
2. No employee may unlawfully manufacture, distribute, dispense, possess
or use a controlled substance off duty.
3.
No employee may operate a County vehicle or other machinery
under the influence of alcoholic beverages, illegal drugs, or any
other substance whose side effects may inhibit or impair the employee's
performance.
[Ord. No. 19-112, 12-17-2019]
4. No employee whose position requires the possession of a valid commercial
driver's license may:
a. Operate a commercial motor vehicle of or for St. Charles County:
(2)
While having an alcohol concentration of two-hundredths of one
percent (0.02%) or greater;
[Ord. No. 17-082 § 1, 9-15-2017]
(3)
Within four (4) hours of consuming alcohol;
(4)
After refusing to submit to an alcohol test; or
b. Consume alcohol within eight (8) hours after an accident as specified in Section
115.830(A)(3)(d) of this Part.
5. Any employee who is consuming a prescribed or authorized prescription
drug, or any other substance whose side effects may inhibit or impair
the employee's performance, shall notify his appointing authority
or supervisor of such consumption, upon reporting to work and prior
to engaging in any work related activity, or earlier if possible.
[Ord. No. 95-205 §5, 12-27-1995]
A. All employees who hold covered positions shall be subject to all drug and alcohol testing as provided in Section
115.830 of this Part of the Personnel Policy, including random testing.
B. All employees without exception shall be subject to drug and alcohol testing as provided in Section
115.830 of this Part of the Personnel Policy, excepting random testing.
[Ord. No. 95-205 §6, 12-27-1995; Ord. No. 12-100 §15, 12-18-2012]
A. Unless
otherwise designated by the County Executive in writing, the Human
Resources Director shall be the Program Administrator for the drug
and alcohol testing program for St. Charles County employees.
B. Duties
of the Program Administrator include:
1. Administering the drug and alcohol testing program under the supervision
of the County Executive.
2. Developing and maintaining the following lists, subject to approval
by the Director of Administration:
a. A list of covered positions; and
b. A list of supervisors to be trained and authorized to order drug
and alcohol testing of employees upon reasonable suspicion.
3. Notifying applicants for covered positions that these positions are
covered positions under this drug and alcohol testing program.
4. Developing all forms necessary to carry out this drug and alcohol
testing program, unless the forms are provided under the Federal regulations.
5. Providing the required forms to appropriate persons who are responsible
for the implementation and management of this drug and alcohol testing
program.
6. Answering all inquiries concerning this drug and alcohol testing program, its application, its administration, or its interpretation, subject to Section
115.890 of this Part of the Personnel Policy.
7. Maintaining all records developed and/or acquired by the drug and
alcohol testing Program Administrator pursuant to this Part of the
Personnel Policy.
8. Requesting bids and proposals from potential contractors for professional
services required by this Part of the Personnel Policy.
[Ord. No. 95-205 §7, 12-27-1995; Ord. No. 11-025 §6, 5-2-2011; Ord.
No. 12-100 §16, 12-18-2012]
A. Job applicants and employees shall be subject to testing for alcohol and for the five (5) drugs listed in Section
115.840(A)(1) of this Part of the Personnel Policy, as follows:
1. Pre-employment testing. Pre-employment urine testing in the manner described in Section
115.840(A) of this Part of the Personnel Policy is required of all job applicants as a condition of the application procedure, whether or not the applicants are currently employed by the County, unless the applicant or employee can show satisfactory test results of urine testing within the previous thirty (30) day period. Receipt of satisfactory test results is required prior to commencement of employment and/or engaging in safety-sensitive functions. Pre-employment testing may be performed by a third party entity and those results accepted by the Director of Human Resources upon the determination by the Director that the testing procedure is in substantial compliance with the requirements of this Part. Failure of a drug test disqualifies an applicant from appointment to employment for a period of at least one hundred eighty (180) days. Evidence of the absence of drug dependency from a Substance Abuse Professional (SAP) and negative drug tests shall be required prior to further consideration for any employment, along with reports on any drug use by the job applicant from prior employers, supplied under the job applicant's written authorization.
[Ord. No. 22-088, 12-19-2022]
2. Reasonable suspicion testing.
a. Reasonable suspicion testing for alcohol and for the drugs listed in Section
115.840(A)(1) of this Part of the Personnel Policy is required to determine fitness for duty whenever there are objective observable reasons to believe that use of alcohol or such a drug impairs job performance by employees.
b. Such testing may only be ordered on the basis of documented objective
facts and circumstances which are consistent with the effects of substance
use. Such facts and circumstances must be observed during, just before
or just after the work day. Such observations may be made only by
supervisors and managers trained to detect signs and symptoms of alcohol
and drug use, and able reasonably to conclude that an employee's observed
conduct is consistent with such signs and symptoms.
c. Any supervisor or manager who orders an employee to report for reasonable
suspicion testing must prepare and sign a report recording the observations
that led to the testing order. That report must be prepared and signed
within twenty-four (24) hours of the observations or before the results
of the testings are released, whichever is earlier.
d. Any employee ordered to report for reasonable suspicion testing shall
be transported to the testing facility. Supervisors and managers shall
make reasonable efforts to secure transportation home for such employees.
e. Any employee ordered to report for reasonable suspicion testing shall
be relieved from duty until the results of the testing are received.
If the results are negative the employee shall be reimbursed for any
loss of pay, and any leave taken shall be restored.
f. Reasonable suspicion testing for alcohol shall be required and completed
whenever possible within two (2) hours but in no case later than eight
(8) hours after the observations leading an employee's supervisor
to direct that employee to submit to such testing.
g. Reasonable suspicion testing for drugs shall be completed no later
than thirty-two (32) hours after the observations leading an employee's
supervisor to direct that employee to submit to such testing.
3. Post-accident testing.
a. Post-accident testing for alcohol and for the drugs listed in Section
115.840(A)(1) of this Part of the Personnel Policy shall be required for employees who hold covered positions and who, while performing their safety sensitive functions as defined by regulations adopted by agencies of the United States Department of Transportation pursuant to the Omnibus Transportation Employee Testing Act of 1991, are involved in accidents leading to fatalities or to citations under State or local law for moving violations.
b. Post-accident testing for alcohol shall be required and completed
whenever possible within two (2) hours but in no case later than eight
(8) hours after the accident's occurrence.
c. Post-accident testing for drugs shall be completed within thirty-two
(32) hours of the accident's occurrence.
d. Any employee involved in an accident shall refrain from alcohol consumption
for eight (8) hours following the accident.
4. Random testing.
a. Random testing for alcohol and for the drugs listed in Section
115.840(A)(1) of this Part of the Personnel Policy shall be conducted on all employees in covered positions. Random testing shall be unannounced and conducted with unpredictable frequency throughout the year using an established scientifically-based selection method.
b. Testing shall be conducted whenever and as ordered by appropriate
supervisory personnel, but shall be no less frequent than required
by Federal law and regulations, in such numbers as required by Federal
law and regulations. Such testing shall be conducted only when the
employee in question is, or is about to, or has just performed safety-sensitive
functions.
c. Employees selected for random testing must report to the collection
site within two (2) hours of being notified and may be accompanied
by a supervisor to the collection site. This time will be counted
as work time even if it extends beyond the employees' regular shift.
5. Return to work testing. Return to work testing for alcohol and for the drugs listed in Section
115.840(A)(1) of this Part of the Personnel Policy shall be required for any employee who previously tested positive on any test for alcohol or such drugs that is required by this Part of the Personnel Policy. An employee may not return to work until and unless the employee tests negative on return to work testing and is evaluated and released to return to work by a Substance Abuse Professional (SAP).
6. Follow-up testing. Follow-up testing for alcohol and/or the drugs listed in Section
115.840(A)(1) of this Part of the Personnel Policy shall be required for any employee who has returned to work after passing return to work testing. Such follow-up testing shall consist of frequent unannounced random urine drug and/or breath alcohol testing for at least six (6) times in the twelve (12) months after return to work. The Substance Abuse Professional (SAP) may recommend follow-up testing for both alcohol and drugs. If the SAP determines that the employee needs continued assistance in revolving problems associated with alcohol abuse or drug use, such testing may be continued for up to sixty (60) months from the employee's return to work date.
B. Any
employee who questions the results of a required urine drug test under
this drug and alcohol testing program may request that an additional
test be conducted. The test must be conducted on a split sample that
was provided at the same time as the original sample and the test
analysis shall be conducted at a qualified laboratory other than the
laboratory which conducted the original analysis. All costs for employee-requested
testing shall be paid by the employee unless the second (2nd) test
invalidates the original test. An employee's request for a re-test
must be made to the Medical Review Officer (MRO) within seventy-two
(72) hours of the notice to the employee of the initial test result.
Requests made after the seventy-two (72) hour limit will only be accepted
if the delay was due to documentable facts that were beyond the control
of the employee.
C. The
method of collecting, storing, and testing the split urine sample
required under this drug and alcohol testing program shall be consistent
with the procedures established in 49 Code of Federal Regulations
Part 40.
D. If
the County receives a negative test result indicating that the sample
was diluted, the applicant or employee will be immediately scheduled
for an additional sample collection.
E. Any
employee shall be considered to have tested positive and shall be
subject to all of the consequences that flow from testing positive,
in case of:
1. An employee's delay in reporting to the test site after being ordered
to submit to testing;
2. An employee's refusal to provide a sufficient urine sample for testing
(to be determined as provided by 49 C.F.R. Section 40.25(f)(1)(i),
as presently promulgated or revised hereafter); or
3. An employee's provision of an adulterated sample.
[Ord. No. 95-205 §8, 12-27-1995; Ord. No. 16-105 § 12, 12-19-2016; Ord. No. 22-088, 12-19-2022]
A. Testing
for drugs shall be as follows:
1. Drug testing shall be conducted upon an applicant or employee's urine
specimen by a laboratory certified and monitored by the U.S. Department
of Health and Human Services. Such testing shall be for the following
controlled substances:
a. Marijuana (THC metabolite).
d. Opiates (including heroin).
e. Phencyclidine (PCP).
Such testing is a two (2) stage process. First (1st) a screening
test is conducted. If the test is positive for one (1) or more of
the drugs listed above, a confirmatory test is conducted for each
identified controlled substance. The "confirmatory test" is a gas chromatography/mass spectrometry (GC/MS) analysis.
|
2. Any applicant or employee who tests positive on the confirmatory test shall be interviewed by the County's Medical Review Officer (MRO). If a non-employee applicant fails the drug test following an interview with the MRO, the non-employee applicant is disqualified from appointment to employment pursuant to Section
115.830(A)(1). If an employee fails the drug test following an interview with the MRO, the employee shall be immediately removed from work-related activity, pending disciplinary action which may include termination. In no case shall the employee be permitted to resume work until the employee is:
a. Evaluated by a Substance Abuse Professional (SAP),
b. Complies with the rehabilitation contract if such is required, and
c. Has tested negative in a follow-up test.
B. Testing for alcohol shall be performed as follows:
1.
Federal regulations require breath testing to be done on Evidential
Breath Testing devices approved by the National Highway Traffic Safety
Administration. An initial screening test is conducted first. Any
result that is less than two hundredths of one percent (0.02%) alcohol
concentration is considered negative. If the alcohol concentration
is two hundredths of one percent (0.02%) or greater, a second (2nd)
confirmatory test must be conducted. Any employee in a covered position
who tests with an alcohol concentration of two hundredths of one percent
(0.02%) or greater shall be removed from service for at least twenty-four
(24) hours, and shall be subject to discipline.
2.
Any employee who tests with an alcohol concentration of four
hundredths of one percent (0.04%) or greater shall be immediately
removed from work-related activity, pending disciplinary action which
may include termination. In no case shall the employee be permitted
to resume work until the employee is:
a.
Evaluated by a Substance Abuse Professional (SAP),
b.
Complies with the rehabilitation contract if such is required,
and
c.
Has tested negative in a follow-up test.
[Ord. No. 95-205 §9, 12-27-1995]
A. Any employee who tests positive for the presence of any of the drugs listed in Section
115.840(A)(1) of this Part of the Personnel Policy or alcohol above the minimum thresholds set forth in the Federal regulations shall be evaluated by a Substance Abuse Professional (SAP). The SAP shall evaluate each employee who tests positive to determine what assistance, if any, the employee needs in resolving problems associated with such drugs or alcohol.
B. Assessment
by a SAP does not protect an employee from disciplinary action or
guarantee continued employment of reinstatement by St. Charles County.
The County's Personnel Administration Program provides guidance to
the discipline that may be imposed, unless otherwise stated in this
Part of the Personnel Policy.
C. Any
employee who is determined by the SAP to be in need of assistance
for a controlled substance or alcohol related problem under this drug
and alcohol testing program may be permitted to enter into a rehabilitation
plan approved by St. Charles County, provided the employee agrees
to adhere to the terms of the rehabilitation contract with the County.
D. Rehabilitation
assistance may be granted only once to any employee of St. Charles
County. Failure to complete an agreed upon rehabilitation assistance
plan or to adhere to the rehabilitation contract shall be considered
a resignation by the employee from employment with the County.
E. Any
rehabilitation contract entered into pursuant to this Section shall
include the following terms and conditions to be adhered to by the
employee who is granted rehabilitation assistance:
1. The employee shall undertake and complete successfully a rehabilitation
assistance plan established for the employee by the Substance Abuse
Professional (SAP) or by a rehabilitation professional accepted by
St. Charles County;
2. The employee shall not violate this Part of the Personnel Policy
nor use any controlled substances and alcohol inconsistently with
the rehabilitation assistance plan or with this drug and alcohol testing
program;
3. The employee shall execute a release to St. Charles County of all
medical records relating to the assistance given the employee under
the employee's rehabilitation assistance plan, and to the employee's
compliance with it;
4. The employee shall submit to return to work testing as provided by
this drug and alcohol testing program;
5. The employee shall submit to follow-up testing for a period of time
set by St. Charles County, as permitted by this drug and alcohol testing
program; and
6. Any future controlled substance or alcohol violations shall be considered
as a resignation of the employee from service without recourse.
[Ord. No. 95-205 §10, 12-27-1995]
A. St.
Charles County shall contract with an appropriately certified testing
laboratory to conduct controlled substance testing, analysis and reporting
as required by this drug and alcohol testing program and by Federal
law and regulations.
B. St.
Charles County may contract with outside providers for alcohol testing,
analysis and reporting and for training of supervisors, as required
by this drug and alcohol testing program and by Federal law and regulations,
or may perform these functions using qualified County personnel and
appropriate testing equipment.
C. St.
Charles County shall contract for the services of an independent contractor
to serve the County as the Medical Review Officer (MRO), properly
credentialed and trained in compliance with the Federal regulations,
who shall not be an employee of the County. The MRO shall, as a part
of the engagement contract, maintain all relevant records and provide
the required reports that the County needs to comply with Federal
reporting requirements.
D. St.
Charles County shall appoint a Substance Abuse Professional (SAP)
for the providing of services under this policy and in compliance
with the Federal regulations.
[Ord. No. 95-205 §11, 12-27-1995]
A. The
Program Administrator shall provide all employees and representatives
of employee organizations (if any) with a copy of this Part of the
Personnel Policy along with the following:
1. Materials related to the effects of the use and/or abuse of alcohol
and controlled substances;
2. Information on the safety-sensitive functions of each covered position
and the period of the work day during which employees in covered positions
must comply with the requirements of this program;
3. Information regarding treatment and rehabilitation available.
|
Employees shall be required to confirm receipt of this Part
of the Personnel Policy and the materials mentioned above along with
any revisions to them. Such confirmation shall be in writing, noting
the date of receipt and acknowledgement by signature witnessed by
the supervisor providing the materials.
|
B. Training.
1. St. Charles County shall develop and provide training or shall contract for the provision of such training for all supervisors and managers who are hereby made responsible for determining whether reasonable suspicion exists to require an employee to undergo testing for alcohol or for the drugs listed in Section
115.840(A)(1) of this Part of the Personnel Policy. This training, at a minimum, shall include sixty (60) minutes on the misuse of alcohol and another sixty (60) minutes on the use of the drugs listed in Section
115.840(A)(1) of this Part of the Personnel Policy. This training shall also cover physical, behavioral, speech, and performance indicators of probable alcohol misuse and drug use, along with their effects on personal health and safety, and on the work environment, and on the consequences of prohibited work-related activity involving alcohol consumption. The training shall include an overview of this policy and its implementation and application to employees. Training shall also include a component related to objective observation for reasonable suspicion testing, documentation and record keeping.
2. The training may include other components that the drug and alcohol
testing Program Administrator, the MRO, and/or the SAP believe can
enhance the program administration and awareness of problems and treatment
related to alcohol and controlled substance use. The training may
also provide components related to St. Charles County sponsored or
supported referral programs and employee assistance efforts that are
sanctioned to deal with alcohol and controlled substance use and abuse
problems.
[Ord. No. 95-205 §12, 12-27-1995]
A. All
records developed and/or acquired pursuant to this drug and alcohol
testing program shall be maintained under strict confidentiality by
St. Charles County, by the testing laboratory, by the Medical Review
Officer (MRO), and by the Substance Abuse Professional (SAP), when
and as applicable. The records shall be maintained separately from
other personnel records kept by the County and shall be kept in a
secured location with other medical records. Materials shall not be
released to others without the written consent of the affected employee,
except under provisions provided in the Federal regulations, as needed
with regard to the rehabilitation contract, in litigation or quasi-judicial
and administrative proceedings related to positive test results and/or
to matters initiated by an employee.
B. Any person who breaches the confidentiality provisions of Subsection
(A) of this Section shall be subject to immediate termination from employment and/or from any contractual relationship with St. Charles County, without recourse.
[Ord. No. 95-205 §13, 12-27-1995]
A. Unless
otherwise specified in this Part of the Personnel Policy, St. Charles
County's policies related to disciplinary action shall be followed
when imposing discipline for violation of this Part of the Personnel
Policy.
B. The
acceptance by an employee of the rehabilitation assistance plan and
contract does not serve as a bar to imposing disciplinary action related
to violations of this Part of the Personnel Policy.
C. Any
supervisor or manager who knowingly permits an employee to violate
this Part of the Personnel Policy or engage in work activity while
consuming alcohol or a controlled substance or who fails to enforce
this policy shall be subject to immediate termination from employment.
D. This
Part of the Personnel Policy does not displace any other penalties
that may be imposed or incurred as a result of violation of County
policy or State and Federal laws, or as provided in the Workers' Compensation
laws.
E. Violations
of this Part of the Personnel Policy may constitute exceptions to
St. Charles County's policy of progressive discipline.
[Ord. No. 95-205 §14, 12-27-1995]
This Part of the Personnel Policy shall be administered in compliance
with other Federal, State and local laws related to employee health
and welfare policies, leave policies, benefit programs and other related
policies of St. Charles County. In the case of apparent conflicts
between the drug and alcohol testing program established by this Part
of the Personnel Policy and other policies and applicable laws, the
Director of Administration shall make the appropriate rulings to resolve
the potential conflicts, whenever possible.
[Ord. No. 95-205 §15, 12-27-1995]
This Part of the Personnel Policy is subject to amendment by
St. Charles County from time to time. Any amendments that may be made
shall be provided to employees upon adoption and shall become effective
as provided by the amending ordinance.