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National Assistance Groups <br /> Alcoholics Anonymous 1-800-344-2666 <br /> Food and Drug Administration 1-301-443-1240 <br /> Mothers Against Drunk Driving(MADD) 1-800-438-6233 <br /> Narcotics Anonymous 1-800-281-9889 <br /> National Association for Children of Alcoholics 1-714-499-3889 <br /> National Association of Anorexia Nervosa and Associated Disorders 1-312-831-3438 <br /> National Council of Child Abuse and Family Violence 1-800-222-2000 <br /> National Institute of Drug Abuse,Drug Information,Treatment 1-800-662-4357 <br /> Parents Anonymous National Office 1-800-421-0353 <br /> Tough Love 1-800-333-1069 <br /> 10.3 Employees may obtain further information <br /> regarding available drug and alcohol assistance and <br /> rehabilitation programs by contacting the Emergency Services Director,or his or her designee. <br /> 11.0 Management's Responsibilities <br /> 11.1 District Officers,Managers,and Supervisors(hereafter collectively referred to as"supervisors")are <br /> responsible for implementing the drug and alcohol free workplace Policy.It is the responsibility of <br /> supervisors to observe the behavior of employees on the job as a precaution against unstable or <br /> unreliable behavior which could threaten the safety and well-being of employees or the public. <br /> 11.2 The Emergency Services Director,or his or her designee,is responsible for maintaining a safe work <br /> environment by determining each employee's fitness for duty. <br /> 11.3 In the event the Emergency Services Director,or his or her designee,has a reasonable suspicion(as <br /> defined in this Policy)that an employee may be affected by drugs or alcohol or has otherwise violated <br /> this Policy,the employee must be sent for drug testing.This testing will not take place until reasonable <br /> suspicion is determined to be present by the Director, or his or her designee, and a corroborating <br /> witness. The Director, or the highest ranking witness, shall promptly detail in writing the <br /> circumstances which formed the basis of the determination that reasonable suspicion exists to warrant <br /> the testing.A copy of this documentation shall be given to the employee prior to testing. <br /> I 1 4 In all cases when an employee is being removed from duty for drug testing,the supervisor must notify <br /> his superior <br /> 12.0 Employee's Responsibilities <br /> 12.1 It is each employee's responsibility to be fit for duty when reporting for work and to inform his or her <br /> supervisor if he or she is under the influence of prescription medication which may affect job <br /> performance or safety. <br /> 12.2 In the event an employee observes behavior which raises a doubt as to the ability of a co-worker to <br /> work in a safe and reliable manner,the employee should report this behavior to his/her supervisor. <br /> 12.3 Employees who voluntarily or, as a condition of continued employment, enter a drug or alcohol <br /> treatment and/or rehabilitation program must participate and complete recommended treatment.Any <br /> employee who enters a drug or alcohol treatment and/or rehabilitation program will be responsible for <br /> payment for the treatment and/or program to the extent not covered by medical insurance provided by <br /> the Employer.If the employee fails to comply with the treatment and/or program,the employee will be <br /> subject to discipline,up to and including termination of employment. <br /> 12.4 Reserved <br /> 76 <br />