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HomeMy Public PortalAboutORD15348 BILL NO: 2014-95 SPONSORED BY COUNCILMAN: / ,Henry ORDINANCE NO: I STS-t4 AN ORDINANCE OF THE CITY OF JEFFERSON, MISSOURI, AMENDING SECTION 3-3 ALCOHOL, DRUG, AND CONTROLLED SUBSTANCE ABUSE POLICY OF THE PERSONNEL POLICY MANUAL. BE IT ENACTED BY THE COUNCIL OF THE CITY OF JEFFERSON, MISSOURI, AS FOLLOWS: Section 1. Section 3-3 (f), (Alcohol, Drug, and Controlled Substance Abuse Policy), of the Personnel Policy Manual of the City of Jefferson, Missouri, is hereby amended as follows: (f) Prohibited Conduct 1. Use, possession or being under the influence of any illegal or unauthorized drug, while on the City's premises or during working time or during a meal break when an employee is expected to return to work is strictly prohibited. 2. Use, possession or ingestion of alcohol including any medication with any alcohol component during working hours, including lunch hours or while on City premises when associated with working hours, is strictly prohibited. No employee shall be allowed to perform a job function for the City within four hours of using alcohol. An employee involved in an accident which requires an alcohol test may not use any alcohol until after the test is completed or eight hours have elapsed. The use of alcohol containing solvent, cleaners and other chemicals for the purpose for which they were manufactured is excluded from this prohibition. 3. It is a violation of this policy for employees to report to work, or to enter onto the City premises while being in a condition impaired for work due to effects, symptoms or side effects of alcohol, illegal or unauthorized drugs. 4. Failure to submit to any drug or alcohol testing required under this policy, including but not limited to failure to provide a urine specimen for any drug test required by the DOT, FMSCA, or the City; failure to report in a timely manner to a collection site; ed failure to fully cooperate in with any part of the collection of any breath er ^^ne specimen testing process (e.g. refusing to empty pockets or wash hands when directed, or behaving in a confrontational way that disrupts the collections process) inability failure to provide sufficient quantities of breath or urine to be tested without a valid medical explanation; failure to undergo a medical examination if directed by an MRO as part of the verification process; failure or declining to take an additional drug test the employer or collector has directed; . '•: . • : _ _ -_ - - . - : '-•- • admitting to the collector or MRO that the specimen provided was adulterated or substituted; possessing or wearing a prosthetic or other device that could be used to interfere with the collection rocess - .. .. . . • . -- •• . - • - - • • • - - •: failing to remain at the testing site until the testing process is complete; or in the case of a directly observed or monitored collection, failure to permit the observation or monitoring of a specimen or failure to follow the observer's instructions concerning raising or lowering clothing or turning around to determine if a prosthetic devise is being used is alse strictly prohibited. If any employee refuses to be tested, the refusal shall be tr atcd as constitute a verified positive test and the employee shall be subject to disciplinary action. Section 2. Section 3-3 (s), (Alcohol, Drug, and Controlled Substance Abuse Policy), of the Personnel Policy Manual of the City of Jefferson, Missouri, is hereby amended as follows: (s) Test Results 1. Drug Tests. The MRO will review drug test results with the employee before they are reported to the City. The MRO will report to the City whether an employee's drug test was positive or negative. If positive, the substances for which the test was positive will be identified. The MRO may advise the City of a positive test result without having communicated with the tested employee about the test results if the employee expressly declines the opportunity to discuss the results of the test, or the employee cannot be reached after reasonable effort by the MRO. If the MRO determines there is a legitimate medical explanation for the positive test result, the MRO will report the test result to the City as negative. If the MRO informs the City a negative drug test was diluted,the employee will be directed to take another test immediately. Section 3. This Ordinance shall be in full force and effect from and after the date of its passage and approval. Passed: r. ' 2 .710/Z Approved: ' 7 / I /, .gr Presiding Officer Mayor ATTEST: APPROVED AS TO FORM: 114( .7 ity Clerk .- City Counselor --N - .