§ 35.40  DRUG-FREE WORKPLACE.
   (A)   The Town of South Whitley is a drug and alcohol-free workplace. The use of or being under the influence of illegal drugs and/or alcohol is inconsistent with the behavior expected of employees. The use of illegal drugs and alcohol and misuse of prescribed and over the counter drugs subjects employees and visitors to unacceptable safety risks that undermine the town's ability to operate safely, effectively and efficiently.
   (B)   The use, possession, distribution or sale of controlled substances such as drugs or alcohol, being under the influence of such controlled substances (drugs and alcohol) or testing positive for alcohol or any drug including, but not limited to, inactive components or metabolites associated with the use of such drugs is strictly prohibited while on duty, while on town premises or work sites or while operating the town's equipment or vehicles.
   (C)   The town participates in post-offer, random and post-accident drug and alcohol testing. If injured on the job you may be expected to participate in a drug and alcohol test immediately following the injury.
   (D)   Over the counter (OTC) drugs may be possessed in the original container and administered, as needed and consistent with label instructions.
   (E)   Physician-prescribed medication may be possessed in the original container and used by the designated patient, provided such use impairs neither job performance, nor workplace safety.
   (F)   Since misuse of controlled-substances is a treatable illness, an employee participating in the town's medical insurance program may be eligible for Insurance benefits. If the employee does not seek help for controlled substance abuse, and the problem comes to the attention of the town, then the employee will be subject to disciplinary action.
   (G)   Any person convicted of a drug or alcohol-related crime based upon conduct while working for the town, must notify the person's supervisor within five days of such conviction.
   (H)   Any violation of this policy will result in adverse employment action up to and including dismissal and referral for criminal prosecution.
(Ord. passed 12-27-2016; Am. Ord. passed 3-28-2017)