[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.]
GENERAL REFERENCES
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.
A.
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.
B.
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.
C.
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.
D.
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.
