HomeMy Public PortalAboutORD12250 r' 1
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y; , BILL NO. 94-197
U ,4r SPONSORED BY COUNCILMAN NILGES
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ORDINANCE NO. 12250
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' ' AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, AMENDING THE '
j PERSONNEL POLICY MANUAL OF THE CITY OF JEFFERSON, MISSOURI, BY
,,r REPEALING SECTION .3-3. ALCOHOL, DRUG, AND CONTROLLED $ BSTANCE
ipt ABUSE AS ADOPTED BY ORDINANCE 12202 AND ENACTING A NEW SECTION IN
LIEU THEREOF.
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' BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS
FOLLOWS:
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< Section 1. Section 3-1 AI'cohol. Diva_end Controlled Substance Abuse of the
t Personnel Policy Manual as adopted by Ordinance 12202 is hereby repealed and a new
section 3-3 is enacted in lieu thereof which shall read as follows: i;
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Section 3-3. Alcohol, Drug, and Controlled Substance Abuse. r
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' (a) Background and Covered Employees The alcohol, drug, and controlled substance • :
;;" , , abuse policy applies to all City employees.
The Federal Department of Transportation (DOT) specifically requires additional
-I.-. prohibitions, notices, testing and training for employees involved with the operations of fi
mass transit, aviation and commercial motor vehicles. Each agency of the DOT issues
regulations specific to their industry. The City Administrator is responsible for developing
and implementing p g procedures for compliance with such regulations and shall issue copies
' , of the procedures to covered employees as appendices of the Personnel Policy Manual.
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In the event of any conflict between rules and regulations, the stricter rule or regulation
shall govern. . _.
(b) Policy Objectives. The City has an obligation to its employees to take reasonable
steps to ensure a drug free and safe place to work. The City also has an obligation to the
4,, citizens of Jefferson City and the public at large to provide quality and safe services
through a policy and program prohibiting alcohol, illegal drugs, and controlled substances
in the workplace.
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(c) Policy Statement. The City prohibits the unlawful manufacture, distribution,
dispensing, possession or use of alcohol/intoxicants, drugs, and controlled substances in '
the workplace. Any employee who violates this policy will be subject to disciplinary action, {! "
t, which may include termination. ��
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f d) Prohibitions. The mayor, city council, and city administrator of the City of Jefferson
reaffirm the City's policy that, as a condition of employment, all employees will abide
tA?' by the policy for a drug-free workplace and adhere to the following prohibitions:
(1) No employee shall report to work under the influence of alcohol/intoxicants,
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drugs, or controlled substances.
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' (2) Employees shall not unlawfully manufacture, distribute, dispense, possess,
t or use illegal drugs or controlled substances in any manner (i) on City
premises or in City vehicles at any time, whether or not performing City
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, business, or (ii) while performing City business at any location. An
4ftr. employee convicted of violating any criminal drug statute on or off City ,
,°; property will be subject to disciplinary action, including termination. This
section does not apply to any employee performing law enforcement
x responsibilities.
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,;,; (3) Employees shall not use City property or their position with the City in any
F way to make or traffic alcohol/intoxicants, illegal drugs, or controlled
substances for their own purposes.
ifl (4) Employees shall not engage in any other illegal use, possession, or
trafficking of alcohol/intoxicants, illegal drugs, or controlled substances in a
cl manner which is detrimental to the interest of the City of Jefferson.
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'` (e) Notice of Conviction. Any employee convicted of a criminal drug statute violation
occurring in the workplace will notify the city administrator of such conviction no later than
five days after conviction. r'.
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(f) (Notice of Legal Drugs,or Medications. Any employee who is taking a drug or
medication, whether or not prescribed by the employee's physician, which may adversely
affect that employee's ability to perform work in a safe or productive manner is required
to report such use of medication to his or her supervisor. This includes drugs which are
' known or advertised as possibly affecting judgment, coordination, or any of the senses, .4;
including those which may cause drowsiness or dizziness. Employees shall not
commence or continue to work if they are uncertain whether they can perform their duties
I safely.
II (g) Drug Awareness Program. Employees are made aware of the drug-free workplace
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policy and the dangers of drugs in the workplace through the display and distribution of
informational material. The information includes the effects and consequences q s of drug
use on personal health, safety and the work environment, and the manifestations and
behavioral cues that may indicate drug use and abuse. Supervisors receive 60 minutes
of training on the physical, behavioral, speech, and performance indicators of probable
drug use and 60 minutes of training on alcohol misuse. The program also includes
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information about the availability of drug counseling and rehabilitation as provided by the ? , ` '
Employee Assistance Program described in Section 15-6. `Y''
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(h) Citv's Riaht to Search. When the City has reason to believe an employee is '�`. '
�� Cf t `
I violating any aspect of this policy, the City may ask the employee to submit immediately r "'s x```
at any time (including breaks and the meal period) to a search of the person and/or to �'
i. make any locker, lunch box, briefcase, purse, pockets, wallet, personal belongings, desk .,.F
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vehicles, or other receptacle the employee uses or has access to, available for in inspection. . ..
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Entry on City premises constitutes consent to searches and inspections. Refusal to
I consent to a search or inspection when requested by the City constitutes insubordinatio ,. ,•`t ,°,.''
and is a violation of City policy. n f; ; "`
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i) Citv's Rioht to Test. An individual may not be hired to perform a safety sensitive 'Y�° !t:%,%∎'!"
function unless the individual passes a drug test of urine for evidence of marijuana, F(q,,:.0.10'''':(:','0,':
cocaine, opiates, phencyclidine (PCP), and amphetamines. All new hires and re-hires of £ii,,, $ ,,..
;714.01:''''4,W.':
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full-time, part-time, or temporary/seasonal employees may be required to take a urine or ”qtr a v
Vainij,other medical test and to agree in writing to allow the results of those tests to be furnished i sgt},`a.,,
to and used by the City. Those persons who do not pass such test(s) shall not be <',`;r+ts,.;,�
employed. �$ '' ,' ,+
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An employee performing a safety sensitive function who is reasonably suspected �` !?,'r:,ft:, ��t.
of using alcohol or a prohibited drug, when a supervisor who is trained in the detection of ,t,:.}jai�, `1 ...+
alcohol and drug use can substantiate physical indicators of probable drug use, may ,,,,, ;_�,
,'• {rt,',11't.fir'
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n required to take a drug or alcohol test(s) or both. A supervisor's reasonable suspicion is ':l.. l .....,n
4,440 mustbeb
based ter:,,a,;;-;� .+t� ;�
on specific contemporaneous, articulated observations concerning the t "'a""" 4
appearance, behavior, speech or b odors of the ¢t y",,i, y', j,-
Alcohol testing `'
body driver. r�, ;.;��. ,�k-,�s.;
ert before or j work shift g may also be ,art= ry ;�h 3;+ ",
performed just b just after the ft of the employees. �,",,..` .'t~', 1
An employee who performs a safety-sensitive function that either contributed to an ,�,i
-1t;jYt;�:,, -
accident, or cannot be completely discounted as a contributing factor to an accident, may [Y1'+,, iJ
be required to take a drug ' '`r` ` '"
Employ perto ty sensitive f functions
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'.•-•,s '^5'='''
rm safe un ns are subject to drug testing on an , F : {
unannounced and random basis.
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Ciscinlinary Action for Violation of the Policy. Any employee who violates any `'"W'`'"`''" ' •
aspect of this policy, refusal submit to `�;l,r."'= '``'"' i
cY usa any of the above described searches, ;,
inspections, or testing when requested by the City, will be subject to disciplinary action as r
described in Section 16.6, which may include termination. Failure to provide adequate 1, . , , ,
breath or urine may constitute a refusal to test if a medical evaluation determines there is _•no medical condition preventing the employee from providing the sample. When the City
has reason to believe the employee is violating this policy, the employee may be '4.
suspended immediately pending investigation. '' ' 4
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(k) Respo se to_ Qtatilile Policy. The City Administrator has been
.40:11 ,;',', 'y. designated as the person responsible to answer questions about the alcohol and drug
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'A,,,.:;<.„ ik,,- -,..,, testing program.
---,-.. aggmr_i_a.• This ordinance shall be in full force and effect from and after the date of
, its passage and approval
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'1,';. Passed: March 6 1995 Approved: W&.-.L.,efr-4,7i5'F...5-
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