Employees who test positive for drugs or alcohol may be permitted
an opportunity to enter a rehabilitation program, at the sole discretion
of the city. If the city decides to continue the employment of the
employee, the city may require the employee to participate in a rehabilitation
program as a condition of continued employment.
(1)
The
employee health benefit plan in effect on the date of adoption of
this policy provides benefits for the treatment of chemical dependency
conditions, both in-patient and out-patient. Employees may contact
human resources for details.
(2)
Any
employee who has completed a rehabilitation program must remain alcohol-and
drug-free. Any relapse by an employee will be a violation of this
policy and the employee may be subject to disciplinary action up to,
and including, termination.
(3)
An
employee’s decision to seek assistance by entering a rehabilitation
program before work performance or behavior difficulties occur will
be kept confidential. Once work performance or behavior difficulties
affecting the job or the city do occur, the subsequent voluntary entrance
into a rehabilitation will not necessarily prevent disciplinary action
up to, and including, indefinite suspension or termination. Any employee
who tests positive and who refuses to enter a rehabilitation program,
who fails to complete the rehabilitation program, or who refuses to
cease using or abusing controlled substances or alcohol, will be indefinitely
suspended or terminated.
(Ordinance 1370, § 1, 2-27-07; Ordinance 1748, § 1, 1-22-19)
Employees who seek controlled substance or alcohol abuse assistance
and rehabilitation and cannot report for work while undergoing such
rehabilitation may request sick leave, vacation leave in the amount
accrued or leave without pay. All sick and vacation leave shall be
exhausted prior to granting the use of approved leave without pay,
including leave under the Family and Medical Leave Act. Requests for,
and approval of, leave without pay are governed by the city’s
personnel policy.
(Ordinance 1370, § 1, 2-27-07; Ordinance 1748, § 1, 1-22-19)
Employees who are involved in rehabilitation and are able to
report for work may do so under the following conditions:
(1)
An
employee may resume regular duties only after the employee tests negative
for a drug test administered by the medical review officer or a city-approved
laboratory and can provide a release to return to work from an appropriate
substance abuse treatment facility or confirmation of continued and
on-going participation in a recognized substance abuse assistance
program.
(2)
Prior
to being allowed to return to work, the employee shall be required
to meet with his or her department head or designatee to receive an
explanation of the terms of continued employment.
(3)
An
employee may, at the city’s request, be required at any time
to submit to interviews and physical examinations by the medical review
officer and/or evaluation by the professional staff at an appropriate
chemical dependency treatment facility.
(4)
Any
employee will be required to submit to unannounced drug and alcohol
testing up to sixty (60) months after resuming duties.
(Ordinance 1370, § 1, 2-27-07; Ordinance 1748, § 1, 1-22-19)
