Alcoholic beverages — See Ch. 29.
§ 5-1Policy established; applicability.
§ 5-2Alcohol abuse and illegal drug use prohibited.
§ 5-3Alcohol and drug tests.
§ 5-4Drug and alcohol use or possession during working hours.
This policy provides Village of Rhinebeck employees with guidelines pertaining to drug and alcohol abuse during the normal course of employment.
This policy applies to all employees of the Village of Rhinebeck at all locations, who are not covered under the Village's CDL drug and alcohol policy.
The Village of Rhinebeck provides a safe and productive work environment for all employees. It is the policy of the Village of Rhinebeck that employees shall not be involved with the unlawful use, possession, sale, or transfer of drugs or narcotics in any manner that may impair their ability to perform assigned duties or otherwise adversely affect the Village of Rhinebeck's business. Further, employees shall not possess alcoholic beverages in the workplace or consume alcoholic beverages in association with the workplace or during work time. The specific purpose of the procedure is to outline the methods for maintaining a work environment free from the effects of alcohol/drug abuse or other substances that adversely affect the mind or body. If we are to continue to fulfill our responsibility to provide reliable safe service to our customers and a safe work environment for our employees, employees must be physically and mentally fit to perform their duties safely and effectively.
Employees are expected to report for work and remain at work in condition to perform assigned duties free from the effects of alcohol and drugs.
Alcohol abuse or illegal drug use and its physiological effects represent a threat to the well-being and security of employees and could cause extensive damage to the Village of Rhinebeck's reputation and community standing.
Off-the-job illegal drug activity or alcohol abuse that could have an adverse affect on an employee's job performance or that could jeopardize the safety of other employees, the public, Village of Rhinebeck equipment, or the Village of Rhinebeck's relations with the public may subject the employee to disciplinary action including, but not limited to, suspension and/or termination. An offer by the Village to provide assistance in lieu of discipline shall not be precedent setting.
Drug and alcohol tests will be conducted at The Workplace of Saint Francis Hospital as a routine part of the preemployment process for all job applicants prior to employment. Applicants must satisfactorily pass the dry screen prior to reporting to work. Offers of employment may be made contingent upon satisfactorily meeting these requirements. If the drug screening procedures indicate the presence of illegal drugs or controlled substances, the applicant will not be considered further for employment. An applicant who refuses a mandated alcohol and/or drug test will not be considered for employment.
Drug and alcohol tests will be conducted at The Workplace on the basis of reasonable suspicion. If any substance screening procedure indicates the presence of illegal drugs or controlled substances, the employee will be considered for disciplinary action including, but not limited to, suspension and/or termination. An offer by the Village to provide assistance in lieu of discipline shall not be precedent setting.
The use of drugs or alcohol during working hours is strictly prohibited.
Drug abuse. The improper use, sale, or personal possession (e.g., on the person or in a desk or vehicle) of illegal and/or prescription drugs while on the job, including rest periods and meal periods, or on Village of Rhinebeck property, may subject an employee to discipline and may result in criminal prosecution. Any illegal drugs found will be turned over to the appropriate law enforcement agency.
Alcohol abuse. The use or personal possession (e.g., on the person or in a desk or vehicle) of alcohol during work time or on Village of Rhinebeck property, may subject an employee to discipline.
For all employees, alcohol consumption is prohibited during the workday, including rest periods and meal periods. Notwithstanding this, there may be occasions removed from the usual work setting, at which it is permissible to consume alcohol in moderation, with management approval. Employees who consume alcohol under such circumstances shall not report back to work during that workday.
This policy will be administered through the Village Board of Trustees.