[HISTORY: Adopted by the Board of Selectmen of the Town of Madison 11-27-1995; printed as amended 2-4-2002. Subsequent amendments noted where applicable.]
Personnel policies — See Ch. 673.
No employee will work or report to work or be on Town property or on Town business:
No employee will use, consume or possess, on Town property, time or business, any illegal drugs, drugs or controlled substances not medically authorized, or any other substances which impair job performance or pose a hazard to the safety and welfare of the employee, the public or other employees. The use of alcohol on Town premises is also prohibited, except in connection with Town-sponsored social events.
An employee who violates the Town's Drug and Alcohol Prevention Policy will be subject to appropriate disciplinary action, up to and including termination of employment. However, the Town reserves the right, in its discretion, to allow an employee to seek professional assistance in dealing with a substance abuse problem rather than to be subjected to disciplinary action.
In addition to the rules and procedures set forth above, the Town maintains a drug-free workplace, in keeping with federal Drug-Free Workplace Act of 1988. The Town prohibits its employees from unlawfully manufacturing, distributing, dispensing, using or possessing any illegal drug, or paraphernalia associated with illegal drugs, on the Town's premises or while engaged in Town business.
As used in this policy, the term "illegal drug" means any controlled substances as identified in the Federal Controlled Substances Act, as further defined by federal regulations. "Town premises" include, but are not limited to, the Town's offices, parking lots and any other area where an employee is engaged in Town business and/or operating Town equipment.
Compliance with this policy is a condition of employment and continued employment with the Town. The Town may, as it chooses, report any employee who violates this policy to law enforcement authorities. Although any employee who violates the provision of this policy will be subject to disciplinary action, up to and including termination of employment, the Town also reveres the right, in its discretion, to impose a lesser degree of discipline or refer the employee for drug counseling, rehabilitation, or some other form of employee assistance. However, the Town's reservation of this right is not intended to create, and does not create, any right ion the part of any employee to a lesser degree of discipline or employee assistance.
Any employee who is convicted under criminal drug law based upon workplace conduct must notify the Town Manager in writing within five days of such conviction. The Town, in turn, will notify any applicable federal agency from which it receives a grant or contract of any employee work-related drug conviction within 10 days after receiving notice of such conviction.