COS is committed to maintaining a drug free workplace. The following policy is designed to help ensure a safe, healthy, and more productive workplace for all employees.
1. The unlawful use, possession, manufacture, distribution, sale or dispensation of controlled or illegal substances on COS premises, in City owned vehicles, or while conducting City business is absolutely prohibited.
2. The possession or use of alcohol on COS premises, in city vehicles, or while conducting City business is absolutely prohibited.
3. Being under the influence of alcohol or an illegal substance on COS premises, in City vehicles, or while conducting City business is absolutely prohibited.
4. Employees whose physician has prescribed a drug or controlled substance that might adversely affect their ability to perform their work must provide a written statement from their doctor.
5. Any use, possession, manufacturing, distribution, sale, or dispensation of illegal drugs off premises and off COS time that adversely affect the individual's work performance, his or her own or others' safety at work, or the City's reputation in the community is absolutely prohibited.
6. Employees must report to the Mayor any conviction under a criminal drug statute for violations occurring on or off COS property, if the violation occurred while conducting City business. A report of a conviction, including pleas of nolo contendere (i.e., no contest), must be made within five (5) days of such conviction or plea. This requirement is mandated by the Drug-Free Workplace Act.
7. Employees needing help in dealing with alcohol or drug-related problems are encouraged to use assistance programs and health insurance plans as appropriate.
8. Failure to adhere to the requirements of any drug treatment or counseling program in which the employee is enrolled is grounds for disciplinary action, up to and including termination from employment.
9. Violations of this policy will result in disciplinary action, up to and including discharge, and may have legal consequences.
COS reserves the right to require employees to undergo appropriate tests to detect the presence of alcohol, illegal drugs, or other controlled substances where it has reasonable suspicion that an employee may be under the influence of any of these substances. Refusal to consent to such a test may result in disciplinary action, up to and including dismissal.