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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 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 />