Loading...
The Village recognizes that problems of a personal nature can have a negative effect on an employee's job performance, and the Employee Assistance Program ("EAP") has been established to help deal with these problems. The EAP is designed to deal with a broad range of personal problems such as alcohol or drug abuse, emotional or behavioral disorders, family discord, and other personal problems.
The goals of the EAP are:
A. To identify troubled employees.
B. To motivate them to seek and accept help.
C. To assess their situation and develop a plan of action.
D. To assist them in getting the services they need.
Counseling is confidential in the EAP, although a supeivisor may refer an employee. No records are released to the Village without the employee's consent. Employees who utilize the EAP on their own initiative are assured of confidentiality.
The services of the EAP are available to all full-time employees and their dependents if the dependent is covered by the employee's health insurance coverage. An appointment with an EAP counselor can be arranged by telephone. The telephone number is available in the Human Resources Office.
There is no charge for the initial assessment service. However, if costs are incurred for rehabilitation services that are not covered by insurance, that cost will be the responsibility of the employee.
(Ord. 23-1853, passed 5-3-23)
There may be times when an employee, or group of employees, by the nature of their job or job assignments, must undergo certain medical examinations and/or tests for their own safety and the safety of others. Such examinations and/or tests shall be restricted to only those which are directly related to the safe performance of their job as well as other Village employees and the public with whom they are or may have been in contact. The costs for such examination and/or tests will be borne in full by the Village. Failure of an employee to submit to such required examinations and/or tests ordered or administered by the Village, including failure to complete a required medical questionnaire, may allow for disciplinarily action to be taken against that employee, up to and including dismissal.
(Ord. 23-1853, passed 5-3-23)
The Village shall not illegally discriminate in its employment or personnel practices against persons who have Acquired Immune Deficiency Syndrome (AIDS), are infected with the Human Immunodeficiency Virus (HIV) or are perceived to have any of the above conditions, hereinafter collectively referred to as AIDS.
The Village shall treat employees who have AIDS like those having any other life-threatening illnesses, which are not normally transmitted by casual contact in ordinary social or usual occupational settings. So long as such employees are medically and physically able to perform their jobs in a satisfactory manner and do not pose a danger to their own health and safety nor to the health and safety of others, they shall be permitted to work.
Coworkers shall have no valid basis upon which to refuse to work or withhold their services for fear of contracting AIDS by working with or near an AIDS-infected person. Therefore, employees who engage in such refusals to work or withholding of services, or who harass or otherwise illegally discriminate against an AIDS-infected employee shall be subject to disciplinary action.
If an employee has, or is believed to have had, an on-the-job or occupational exposure to blood or body fluids, the employee shall be transported to a medical facility for HIV antibody testing. Such testing shall be at the Village's expense.
It shall be the Village's responsibility to make available necessary protective garments and equipment to employees who are at risk of occupational exposure to AIDS to facilitate the safe performance of their jobs.
(Ord. 23-1853, passed 5-3-23)
The Village has a vital interest in maintaining a safe, healthy, and efficient working environment for its employees. Drug and alcohol use both on and off-the-job can impair an employee's ability to perform his/her job responsibilities and can also pose a safety and/or health risk to the employee, other Village employees, the public and to Village property. All employees are required to report to their jobs in the appropriate mental and physical condition, ready and able to work.
The Village also recognizes that its own health and future are dependent upon the physical and psychological health of its employees. Accordingly, the Village has established the following guidelines regarding use, distribution, possession and/or sale of alcohol and/or prohibited substances.
For purposes of this policy, the term "prohibited substances" shall be defined as any controlled substance, including marijuana, cocaine, opiate, amphetamine, PCP and all other "controlled substances" as defined by federal or state law. Prohibited substances shall also include any drug which is not legally obtainable and/or any drug which is legally obtainable, such as a prescription drug, but which has not been legally obtained, or is not being used for prescribed purposes, and/or is not being taken according to prescribed dosages.
• The Village will administer a pre-employment drug screening to prevent the hiring of individuals who use illegal drugs.
• The manufacture, possession, use, distribution, sale, purchase and/or transfer of, or being under the influence of, alcohol and/or illegal drugs, in any detectable amount, is strictly prohibited while on Village property, while performing Village business and/or while operating a Village vehicle. The lawful possession of alcohol in the original container and with the seal unbroken, in an employee's personal vehicle parked on Village property during the employee's assigned hours, or in a Village vehicle when being transported for a work-related purpose, shall not be a violation of this policy.
• The possession and/or use of a legal controlled substance, in any detectable amount, which impairs the employee's ability to perform the essential functions of their job is strictly prohibited while on Village property, while performing Village business and/or while operating a Village vehicle.
• Drug testing of sworn police officers shall be governed by the terms of the then-current collective bargaining agreement and not by this policy.
• Drug testing of all other employees shall be required when there is reasonable suspicion that an employee has any detectable amount of alcohol and/or drugs in his/her system. For purposes of this policy "reasonable suspicion" shall mean a Supervisor has a reasonable basis to believe the employee is impaired or manifests symptoms or conduct that impact his/her ability to sufficiently perform his/her job responsibilities. When such reasonable suspicion exists, the employee shall not be permitted to remain at work, on Village property and/or in possession of a Village vehicle and shall be subject to an immediate drug and/or alcohol screening.
• Being under the influence may be determined by a test result which identifies any detectable amount of a prohibited substance upon urine testing processed by a federally certified laboratory or based on observations that lead a supervisor to reasonably suspect that an employee is under the influence of drugs or alcohol.
• In addition to the drug and/or alcohol testing identified above, any employee possessing a commercial driver's license (CDL) as a condition of his/her employment, shall also be subject to random drug and/or alcohol testing.
• Refusal or failure to comply with the required drug/alcohol screening and/or random drug testing as set forth in this policy, will result in disciplinary action up to and including immediate termination of employment.
• Off-the-job illegal alcohol/drug use and/or illegal drug activity could adversely affect an employee's job performance, jeopardize the safety of other Village employees, the public or Village facilities, jeopardize the security of Village finances or business records and/or adversely affect customers or the public's trust in the Village's ability to carry out its responsibilities. Any reasonable suspicion that an employee is involved in off-the-job illegal alcohol/drug use and/or illegal drug activity will be considered a violation of this policy. For purposes of this policy "illegal drug activity" shall mean the manufacture, possession, distribution, sale, purchase and/or transfer of any illegal drug or any similar activity that would be a violation of Federal, State, or local laws.
• The legal use of prescribed drugs or commercially available over-the- counter drugs is permitted on the job only if it does not impair an employee's ability to perform the employee's job duties. Employees using a prescribed medication or an over-the-counter medication that may impair mental or motor functions required for performance of their job duties must immediately inform Human Resources of such use. The Human Resources Manager, in conjunction with the employee, will discuss the level of impairment on an individual basis and may limit an employee's performance of duties or implement other responsive measures. This policy also prohibits the use of medically prescribed marijuana in the workplace or being under the influence of marijuana as a "qualifying patient" under the Illinois Compassionate Use of Medical Cannabis Pilot Program Act during the workday or work activities.
• The Village recognizes that alcoholism/drug abuse is a treatable illness. The Village shall not discriminate against employees based on the nature of such illness. No employee shall have his/her job security threatened by voluntarily seeking assistance for a substance abuse problem. The same consideration for referral and treatment afforded to other employees having non-drug/alcohol related illnesses shall be extended to such employees actively seeking treatment for substance abuse. While the Village supports employees' efforts to treat substance abuse, the Village may impose discipline in response to policy violations that arise prior to an employee's request to pursue treatment.
a. Every effort shall be made to work with and assist the employee in seeking and obtaining treatment without undue delay.
b. An employee who voluntarily seeks treatment for a substance abuse problem and requests a leave of absence for treatment may be granted the leave of absence, as permitted by Departmental needs, and provided under applicable State and/or Federal law. An employee who seeks a leave of absence may also be eligible for benefits under the specifications of the existing insurance policy.
Any violation of this policy by an employee shall subject the employee to appropriate discipline, which may include termination of employment. An employee's unlawful use of prohibited substances and/or alcohol, and/or any unlawful drug activity, shall be cause for immediate discharge from further employment with the Village. Where an employee is subject to discipline due to Village's determination that the employee is impaired and the employee contends, they are a "qualifying patient" under the Illinois Compassionate Use of Medical Cannabis Pilot Program Act, the Village will offer the employee the opportunity to respond to the determination regarding impairment as required by law.
Nothing in this policy shall be construed to discharge the Village from its responsibility to maintain a safe and secure work environment for its employees or from invoking such disciplinary actions as may be deemed appropriate for actions of misconduct by virtue of an employee's use or abuse of alcohol and/or any prohibited substance.
(Ord. 23-1853, passed 5-3-23)
Employees may not, at any time, carry or possess a weapon in any building or portion of a building under the control of the Village, or in any vehicle owned, leased or under the control of the village. For purposes of this policy, "weapon" shall mean any loaded or unloaded gun, knives with blades over four (4) inches in length, explosives and/or any chemical whose purpose is to cause harm to other persons. For purposes of this policy "under the control of" shall mean any building or vehicle operated by the Village in its regular course of business, including but not limited to the Village Hall, the Village's Law Enforcement Center, the Village's Public Works Facility, and wastewater pumping stations.
The policy shall not apply to sworn police officers and arson investigators employed by the Village. This policy shall apply to all other Village employees, regardless of whether the employee possesses a license issued by the Illinois Department of State Police to carry or possess a gun, concealed or otherwise.
Employees shall be subject to a search of their personal property (including but not limited to purses and briefcases) located in a building under the control of the Village or any vehicle owned, leased or under the control of the Village, when reasonable suspicion exists to believe the employee is in possession of a weapon. For purposes of this policy, "reasonable suspicion" shall mean that a Supervisor has a reasonable basis to believe the employee is in possession of a weapon. Any violation of this policy by an employee shall subject the employee to appropriate discipline, which may include termination of employment.
(Ord. 23-1853, passed 5-3-23)
If you are involved in a situation where someone has entered the area and started shooting, the following is a list of actions that are recommended. It should be noted that this type of incident is unpredictable. The below guidelines are recommendations that are based on past experiences. You may have to alter some of these suggestions, depending on the situation.
The policy outlined herein is meant to establish baseline agency/department protocols across the Village of Romeoville for active shooter situations. Additionally, whenever possible, it is recommended that agencies commit to the implementation of the best practices outlined in the subsequent sections of this document.
1. Each facility shall have an active shooter preparedness plan, which is to be updated every two years, as needed. At a minimum, a plan should comprise the following.
• Security Assessments
• Preparedness
• Communication
• Incident Plan (i.e., actions to take during the incident)
• Training and Exercises
• Post Incident Recovery (Employees, Operations)
2. As plans are drafted, reviewed, and updated, each facility Designated Official or designee shall collaborate with the Romeoville Police Department and all first responder agencies likely to address an active shooter situation.
3. Department representatives shall provide training, materials, and/or awareness discussions to inform employees of active shooter preparedness plans as they are updated.
4. Employees should be made aware of the Village of Romeoville-endorsed A.L.I.C.E. (Alert, Lockdown, Inform, Counter, Evacuate) Program.
5. Employees should be informed of the importance of having a personal plan.
6. New employees should be given active shooter preparedness training during the initial onboarding period.
7. The active shooter plan need not be a stand-alone document. The Romeoville Police Department and/or its designated official will determine the best way to incorporate the active shooter plan into existing protocols.
A. Active Shooter When Able to Leave Facility
Exit the building immediately and notify anyone you may encounter to exit the building also.
Get as far away from the incident as possible and find cover. It is not recommended to leave the property by vehicle as this may cause a traffic Jam which could put people in danger. It could also impede incoming emergency vehicles. Attempt to let a supervisor or fellow worker know your status so that everyone can be accounted for. Supervisors should designate a "Rally Point" for employees to know in advance. Evacuation building maps should be posted for critical incidents.
Call 911 immediately and/or the Police. Give the 911 dispatcher the following information:
1. Your name
2. Location of the incident (be as specific as possible)
3. Number of shooters (if known)
4. Identification or description of shooter
5. Number of persons who may be involved
6. Your location
B. Active Shooter When Not Able to Leave Facility
If you are directly involved in an incident and exiting the building is not safe, the following actions are recommended:
1. Go to the nearest room or office.
2. Close and lock the door.
3. Cover the door windows.
4. Keep quiet and act as if no one is in the room.
5. DO NOT answer the door.
6. Barricade the door (tables, chairs, vending machines, etc.)
7. Notify 911
8. Give the dispatcher the following information:
9. Your name
10. Your location (be as specific as possible)
11. Number of shooters (if known)
12. Identification or description of shooter
13. Number of persons who may be involved
14. Wait for local police to assist you out of the building.
15. If the armed offender enters the room you are occupying, run, hide and/or fight options are available to protect yourself. You may use deadly force against the armed offender to save your own life.
Police Response:
Police are trained to respond to an active shooting incident by entering the building as soon as possible and proceeding to the area of the shooter(s). They will move quickly and directly. Early on in an incident, they may not be able to rescue people because their main goal is to get to the shooter(s). People need to try to remain calm and patient during this time, so as not to interfere with police operations. Normally, a rescue team is formed shortly after the first responding officers enter the building. They will be the Officers who will search for injured parties and get everyone safely out of the building.
(Ord. 23-1853, passed 5-3-23)
Loading...