2022-173 - Laserfiche WebLink

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11.2 Supervisors are responsible for maintaining a safe work environment by determining each employee's fitness for duty. 11.3 In the event a supervisor has a reasonable suspicion (as defined in this Policy) that an employee may be affected by drugs or alcohol or has otherwise violated this Policy, the employee must be sent for drug testing. 11.4 In all cases when an employee is being removed from duty for drug testing, the supervisor must notify his superior. 12.0 Employee's Responsibilities 12.1 It is each employee's responsibility to be fit for duty when reporting for work and to inform his or her supervisor if he or she is under the influence of prescription medication which may affect job performance or safety. 12.2 In the event an employee observes behavior which raises a doubt as to the ability of a co-worker to work in a safe and reliable manner, the employee should report this behavior to his/her supervisor. 12.3 Employees who voluntarily or, as a condition of continued employment, enter a drug or alcohol treatment and/or rehabilitation program must participate and complete recommended treatment. Any employee who enters a drug or alcohol treatment and/or rehabilitation program will be responsible for payment for the treatment and/or program to the extent not covered by medical insurance provided by the County. If the employee fails to comply with the treatment and/or program, the employee will be subject to discipline, up to and including termination of employment. 12.4 Employees or job applicants have a responsibility to notify the laboratory of any administrative or civil action brought pursuant to law. 13.0 Employee Education 13.1 Employees and supervisors will be required to participate in a drug-free awareness program on an annual basis. The program will inform employees about the following: (a) The legal, social, physical and emotional consequences of the use, misuse and/or abuse of drugs or alcohol; (b) The County's commitment to maintain a drug-free workplace; (c) Available drug counseling, rehabilitation and employee assistance programs; (d) Assistance in identifying personal and emotional problems which may result in the misuse of alcohol or drugs; and (e) The penalties which may be imposed by the County on employees for drug abuse violations occurring in the workplace. 14.0 Rights Under Collective Bargaining Agreements 14.1 Employees who are covered under any collective bargaining agreement between the County and any certified labor organization will have the right to file a grievance regarding discipline imposed by the County as a result of a violation of this Policy if said grievance is permitted to be filed pursuant to the collective bargaining agreement and have the right to appeal to the Public Employees Relations Commission or applicable court.