[HISTORY: Adopted by the Common Council of the City of Hornell at
time of adoption of Code; see Ch. 1, General Provisions, Art. II. Amendments
noted where applicable.]
As a condition of receiving federal funds under the CDBG - Small Cities
Grant Program, the City of Hornell has established a policy of maintaining
a drug-free workplace. The following statement specifies the city's drug-free
workplace policy and the responsibilities of city employees.
As used in this chapter, the following terms shall have the meanings
indicated:
A controlled substance in Schedules I through V of Section 202 of
the Controlled Substance Act (21 U.S.C. § 812), and as further defined
by regulation at 21 CFR 1300.11 through 1300.15.
A finding of guilt, including a plea of nolo contendere, or imposition
of sentence, or both, by any judicial body charged with the responsibility
to determine violations of the federal or state criminal drug statutes.
A federal or nonfederal criminal statute involving the manufacture,
distribution, dispensing, use or possession of any controlled substance.
A site for the performance of work done in connection with the Housing
and Urban Development funded Community Development Program at which employees
of the City of Hornell are prohibited from engaging in the unlawful manufacture,
distribution, dispensing, possession or use of a controlled substance.
All employees are hereby notified that the unlawful manufacture, distribution,
dispensing, possession or use of a controlled substance is prohibited in the
City of Hornell's workplace(s).
As a condition of employment under the Small Cities Grant Program, each
employee engaged in the performance of the grant will:
The city may impose penalties on employees for drug abuse violations
occurring in the workplace, including:
A.
Personnel actions as allowed under any applicable collective
bargaining agreements or personnel policies of the City of Hornell up to and
including termination.
B.
Requiring such employee to participate satisfactorily
in a drug-abuse assistance or rehabilitation program approved for such purposes
by a federal, state or local health, law enforcement or other appropriate
agency.
The city shall, within 30 days of receiving notice that an employee has been convicted of a violation of a criminal drug statute occurring in the workplace, take one of the actions against the employee as provided in § 41-5 above.
Employees seeking information about the dangers of drug abuse in the
workplace and/or the availability of drug counseling, rehabilitation and employee
assistance programs are directed to contact the city's Personnel Director.