It is the policy of South Hadley to provide employees with a
working environment that is free of the problems associated with the
use and abuse of controlled substances and alcohol. The use of controlled
substances and/or alcohol is inconsistent with the behavior expected
of employees and subjects the Town to unacceptable risk of workplace
accidents or other failures that would undermine the Town's ability
to operate effectively and efficiently.
In accordance with the Federal Drug Free Workplace Act (41 U.S.C. §§ 8101
through 8106) the Town of South Hadley strives to provide a drug-free
work environment. The following principals govern our drug-free workplace
policy:
A.
Employees are prohibited from the manufacture, possession, use, distribution,
or purchase of controlled substances and intoxicants on Town premises
and from working under the influence of alcohol, illegal drugs or
intoxicants.
B.
Any employee who is charged or convicted of any violation of any
criminal drug statute occurring on Town premises or during work time
shall notify the Assistant Town Administrator within five days of
the date of such charge or conviction.
C.
Violation of the drug-free workplace policy will result in discipline,
up to and including discharge.
D.
Employees are encouraged to seek treatment of alcoholism and/or other
drug abuse and addiction illnesses. Treatment for alcoholism and/or
other drug use disorders may be covered by the employee benefit plan.
However, the ultimate financial responsibility for recommended treatment
belongs to the employee.
E.
Any employee who asks for treatment or who is diagnosed as being
drug dependent will be given the same consideration and offer of assistance
that is presently given to all employees with any kind of disease
or medical problem. Although employees are encouraged to seek treatment
for a substance abuse/dependency problem, seeking treatment does not
preclude the Town from pursuing appropriate disciplinary action.
F.
The individual employee is responsible for deciding whether to request
diagnosis and accept treatment for drug dependence. Individuals who
refuse to accept referral for diagnosis or treatment will be handled
just like any other employee whose job performance is declining. Administration
will determine whether, when and under what circumstances an employee
may be re-employed after an instance of substance abuse.
G.
Each employee is responsible for promptly reporting to his/her supervisor
and the Assistant Town Administrator any use of prescribed drugs which
may affect the employee's judgment, performance or behavior.
