91-017 ORD PROVIDING CODE OF ORDINANCES BE AMENDED BY REVISING CHAPTER 2 ARTICLE IX BY ADDING SECTION TO PERSONNEL REGULATIONS

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~b) Use of Alcohol off Duty: An employee while off duty shall refrain from consuming alcoholic beverages to the extent that it results in obnoxious or offensive behavior which tends to discredit the City or render him unfit to report for his next assigned work day. (c) Alcoholic Beverages on City Premises: An employee shali not bring into or store alcoholic beverages in any City premises or vehicle except where authorized. (d) Use or Possession of Dru s: An employee shall not use or possess angerous drugs, controlled substances, narcatics or hallucinogens except when prescribed in the treatment of the employee by a ph.ysician or dentist. When dangerous drugs, controlled substances, narcotics or hallucir,ogens are prescribed for use during work hours, the employee shall notify his sUpervisor. Employees takirig over-the-counter medicines which niay interfere with the s a f e performance of their job must notity their supervisor. (e) Detectable Level of Dru s: An employee shall not have a etectable level of dangerous drugs, controlled substances, narcotics or hallucinogens in his urine or blood stream, except pursuant to a valid personal prescription. Violation of these Personnel Policies and Procedures will subject the employee to disciplinary action, which could include dismissal. (2) An employee identif.ied under Section E, except for those taking required physicals or seeking a promotion or transter into a safety-sensitive position, will be immediately removed from his position, placed on administrative leave with pay pending the outcome of the investigation, and required to submit to testing tor drug and alcohol use. Prior to the testing, the employee will be required to sign a consent form. (3) An employee who reiuses to consent or submit to testing, makes himself unavailable for testing or disobeys an order related to testing will be subject to discipiinary action, which could include dismissal. (4) If an employee's drug or alcohol test results in a positive finding, he will be: (a) Referred to the Employee Assistance Program and placed on Administrative Leave With Pay for the initial EAP visit(s), and (b) Allowed to use accrued paid leave to seek medical treatment approveci by the Director of Personnel. If needed, a leave of absence may be granted at the discretion of the Bepartment Head. Supervisors may take disciplinary action where appropriate. (5) If an employee's drug or alcohcl test results in a positive finding, and he refuses to seek help and follow the recommendations of the Employee Assistance Program or medical treatment approved by the Director of Personnel, he will be subject to disciplinary actioii, which would include dismissal.