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National Assistance Groups <br />Alcoholics Anonymous <br />Food and Drug Administration <br />Mothers Against Drunk Driving (MADD) <br />Narcotics Anonymous <br />National Association for Children of Alcoholics <br />National Association of Anorexia Nervosa and Associated Disorders <br />National Council of Child Abuse and Family Violence <br />National Institute of Drug Abuse, Drug Information, Treatment <br />Parents Anonymous National Office <br />Tough Love <br />1-800-344-2666 <br />1-301-443-1240 <br />1-800-438-6233 <br />1-800-281-9889 <br />1-714-499-3889 <br />1-312-831-3438 <br />1-800-222-2000 <br />1-800-662-4357 <br />1-800-421-0353 <br />1-800-333-1069 <br />10.3 Employees may obtain further information 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 his or her designee, shall promptly detail in writing the circumstances which <br />formed the basis of the determination that reasonable suspicion exists to warrant the testing. A copy of <br />this documentation 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 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 />70 <br />