(A) The village may discipline or terminate an employee who is possessing, consuming, controlling, selling or using alcohol, drugs or other controlled substances during work hours or who reports for work or is at work under the influence of alcohol, illegal drugs or any controlled substance. The village is committed to supporting employees who undergo treatment and rehabilitation for alcohol or other chemical dependencies.
(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 village 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 when the employee’s work performance causes a reasonable suspicion that the employee is impaired due to current intoxication, drug or controlled substance use, or in cases where employment has been conditioned upon remaining alcohol-, drug- or controlled substance-free following treatment.
(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. 648, passed 11-9-2020; Ord. 688, passed 9-11-2023)