(A) The city may discipline or terminate an employee possessing, consuming, controlling, selling or using alcohol, drugs or other controlled substances during work hours. The city may also discipline or terminate an employee who uses alcohol, drugs or other controlled substances which, in the city’s opinion, impairs the employee’s work performance, poses a threat to the public confidence, or is a safety risk to the city or others. The city is committed to supporting employees who undergo treatment and rehabilitation for alcohol or other chemical dependency before such use results in unsatisfactory job performance or a situation where the employee is at work with drugs or alcohol in their system.
(B) Employees who voluntarily report an alcohol, drug or controlled substance dependency problem will not be subject to retaliation or discrimination. Employees who voluntarily seek treatment may use sick leave to attend a bona fide treatment or counseling program. The city may condition continued employment on the employee’s successful completion of treatment or counseling programs and future avoidance of alcohol, drugs or other controlled substances.
(C) An employee may be required to submit to alcohol, drug or controlled substance testing at any time in the city’s sole discretion. Refusal to submit to testing, when requested, may result in immediate disciplinary action, including termination. In addition, if any test reveals the presence of any illegal drug or alcohol, the employee will be subject to immediate discharge.
(D) Employees using any prescription or over the counter drugs which might impair their work performance should notify their department head. At the option of the department head, an employee may be reassigned to less hazardous duty or be placed on sick leave if impaired work performance might pose a threat to the public confidence or to the safety of the employee or others.
(Ord. 2619, passed 7-8-2003)