2024-245 - Laserfiche WebLink

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Rules on Drugs and Alcohol Employees of the County are hereby notified that it is a condition of employment for each employee to refrain from reporting to work or working with the presence of drugs or alcohol in his or her body. If an injured employee refuses to submit to a test for drugs or alcohol, the employee forfeits eligibility for medical and indemnity benefits. The County considers this policy to be a Zero Tolerance policy. As such, employees having been found to have violated the County's Drug Free Workplace policy are subject to immediate termination of employment. At the sole discretion of the County, the County may extend to the employee the option of completing a County-approved substance abuse rehabilitation program. An employee extended this option will be asked to sign a Last Chance Agreement that outlines the requirements of completion of the rehabilitation program. Failure to satisfactorily complete the rehabilitation program and/or subsequent failure of future drug tests will result in immediate termination. It is not the intent of the County to intrude into the private lives of its employees. However, the effect of drug and alcohol use, abuse, and/or dependency on safety, work quality, increased medical expenses and lost productivity requires that this policy be implemented. The following rules apply under the County's policy: 1.0 Pre-Employment Conditions 1.1 The following pre-employment conditions are established to determine the suitability of employees to work for the County. 1.2 All job applicants must submit to a drug test prior to starting employment in that position. Any job offer which a job applicant may receive from the County is contingent upon the applicant successfully completing the drug test. 1.3 Any job applicant who refuses to submit to drug testing as part of the pre-employment testing process will be refused employment. Any job applicant who tests positive for drugs will be refused employment at that time. Confidentiality will be maintained pursuant to this Policy. 1.4 The County will not discriminate against an applicant for employment because of the applicant's past addiction to drugs or alcohol. It is the current use/abuse of drugs or alcohol that will not be tolerated. 2.0 Conditions of Continuing Employment 2.1 Each employee will receive a copy of the Drug-Free Workplace Policy and must abide by the Policy. The rules contained in the Policy are to be considered conditions of continuing employment and are to be consistently followed. Any violation of these conditions of continuing employment will result in disciplinary action, up to and including termination of employment. 3.0 Prohibition of Possession, etc. 3.1 The unlawful manufacture, distribution, dispensation, possession, sale, or use of any drug or unprescribed, controlled substances and/or unauthorized possession or usage of alcohol by employees while working or when on any County property, including parking lots, are strictly prohibited. 4.0 Prohibition of Drug or Alcohol Use 4.1 All employees are prohibited from being at work or on County property,including parking lots, with the presence of any drug or its metabolite, as set forth herein, in the employee's body. Any employee who has a confirmed positive test of a drug or its metabolite at the levels defined herein will be presumed to be under the influence of a drug and in violation of County Policy. 4.2 All employees are prohibited from being at work or on County property, including parking lots,with the presence of alcohol, as set forth herein, in the employee's body. Any employee who has a confirmed positive test of alcohol at the levels defined herein will be presumed to be under the influence of alcohol and in violation of County Policy.