(A) Alcohol and drug abuse and addiction are recognized as diseases responsive to proper treatment. The CFC provides a level of care through its employee assistance program (EAP) provided. It also realizes that early intervention and support improve the success of rehabilitation. To support the employees, the CFC’s drug-free workplace policy:
(1) Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem; and
(2) Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help.
Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee.
(B) Employees who voluntarily report a substance abuse problem prior to being required to take a controlled substance or alcohol test as defined in this policy, will not be subject to disciplinary action if they voluntarily and conscientiously seek substance abuse assistance and agree to a treatment plan, However, such an employee must understand that if the problem is not corrected and satisfactory job performance is not maintained, he or she will be subject to disciplinary action up to and including termination of employment. Failure to seek such assistance, or failure to abide by the terms of the treatment plan, shall be grounds for termination. Upon voluntarily reporting a substance abuse problem, the employee will be required to sign a substance abuse treatment plan return-to-work agreement form that will further define conditions of continued employment.
(Ord. 21.230-1, passed 7-8-2021)