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sent for drug testing. This testing will not take place until reasonable suspicion is <br /> determined to be present by the Director, or his or her designee, and a <br /> corroborating witness. The Director, or his or her designee, shall promptly detail <br /> in writing the circumstances which formed the basis of the determination that <br /> reasonable suspicion exists to warrant the testing. A copy of this documentation <br /> shall be given to the employee prior to testing. <br /> 11 .4 In all cases when an employee is being removed from duty for drug testing, the <br /> supervisor must notify 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 <br /> to inform his or her supervisor if he or she is under the influence of prescription <br /> medication which may affect job performance or safety. <br /> 12.2 In the event an employee observes behavior which raises a doubt as to the ability <br /> of a co-worker to work in a safe and reliable manner, the employee should report <br /> this behavior to his/her supervisor. <br /> 12 . 3 Employees who voluntarily or, as a condition of continued employment, enter a <br /> drug or alcohol treatment and/or rehabilitation program must participate and <br /> complete recommended treatment. Any employee who enters a drug or alcohol <br /> treatment and/or rehabilitation program will be responsible for payment for the <br /> treatment and/or program to the extent not covered by medical insurance provided <br /> by the Employer. If the employee fails to comply with the treatment and/or <br /> program, the employee will be subject to discipline, up to and including <br /> termination of employment. <br /> 12.4 Reserved <br /> 13 . 0 Employee Education <br /> 13 . 1 Employees and supervisors will be required to participate in a drug-free <br /> awareness program on an annual basis. The program will inform employees about <br /> the following. <br /> (a) The legal, social, physical, and emotional consequences of the use, <br /> misuse, and/or abuse of drugs or alcohol; <br /> (b) The District's commitment to maintain a drug-free workplace; <br /> (c) Available drug counseling, rehabilitation, and employee assistance <br /> programs , <br /> (d) Assistance in identifying personal and emotional problems which may <br /> result in the misuse of alcohol or drugs; and <br /> 10 <br />