(A) (1) It is the intent and obligation of the city to provide its employees with an alcohol and drug free workplace.
(2) Employees are expected and required to report to work on time and in appropriate mental and physical condition. It is unlawful to manufacture, consume, possess, control, distribute, or sell alcohol or illegal drugs, in any amount, at any time during working hours, or at any time while on city premises. Alternatively, when the employee is performing his or her job functions while off city premises will also constitute a violation of this policy. Violation of this policy is strictly prohibited. Violation of this policy may result in disciplinary procedures, up to and including termination.
(3) The city recognizes alcohol or drug dependency as an illness and a major health problem. Additionally, the city also recognizes alcohol or drug abuse as a potential health, safety, and security problem. The city understands that some employees are hesitant or afraid to ask for help even when they are aware that they may have a drug and/or alcohol problem. Employees needing help in dealing with such problems will have one opportunity to ask for help without repercussion. He or she should contact his or her department head, who in turn will notify the executive officer’s office for guidance and direction. Every effort will be made to confidentially refer the employee who needs and requests such help to qualify for help. Conscientious efforts to seek such help may not jeopardize any employee’s job.
(B) Pre-employment screening.
(1) Applicants for positions with the city, and former employees seeking to be rehired, will be notified of the city’s drug and alcohol screening policy at the time they apply.
(2) As a condition of employment, the candidate will be required to pass a physical exam, including a drug and alcohol screening, at the applicant’s expense, before becoming employed by the city. If the applicant is hired, he or she will be reimbursed for the physical, including drug and alcohol screening.
(3) The prospective employee will be denied employment if he or she fails the drug or the alcohol screening, or refuses to submit to the drug and alcohol screening.