201 Controlling Substance Abuse In The WorkplaceRESOLUTION NO. 201
TOWN OF YELM POLICY
SUBSTANCE ABUSE IN
Policy Objectives. The Town
its employees, customers an
reasonable steps to assure
required to carry out those
Town of Yelm.
ON CONTROLLING
THE WORKPLACE
of Yelm has an obligation to
d the public at large to take
safety in the workplace as
performances required by the
Prohibitions. To this end, the Town of Yelm reaffirms its
policy that the following are strictly prohibited:
a. Reporting to work under the influence of intoxicants,
drugs, or controlled substances.
The use possession, transfer, or trafficking of
intoxicants, illegal drugs, or controlled substances in
any amount or in any manner ( i ) on Town premises or in
Town vehicles at any time, whether or not performing
Town business anywhere, including off-Town property.
Any employee convicted of a felony attributable to the
use, possession or sale of intoxicants, illegal drugs,
or controlled substances on or off Town property will be
subject to disciplinary action, including immediate
termination.
The use in any way of Town property or the employee's
position within the Town to make or traffic intoxicants,
illegal drugs or controlled substances.
Any other use, possession, or trafficking of
intoxicants, illegal drugs or controlled substances in a
manner which is detrimental to the interest of the Town.
Notice to Department Heads and Administrative Personnel 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 judgement, coordinating, or
any of the senses, including those which may cause
drowsiness or dizziness. The supervisor in conjunction with
the Personnel Department then will determine whether the
employee can remain at work and whether any work
restrictions will be necessary.
Town of Yelm's Right to Search. Whe» the Town has any
reason to believe that an employee is violating any aspect
of this policy, he or she may be asked by the Town to submit
immediately at any time (including breaks and the lunch
period) to a search of his or her person and/or to make his
or her locker, lunch box, briefcase, purse, pockets, wallet,
personal belongings, desk, vehicles, or any other receptacle
he or she uses or has access to, available for inspection.
Entry onto Town premises constitutes consent to searches and
inspections. Refusal to consent to a search or inspection
when requested by the Town constitutes insubordination and
is a violation of company policy.
Town's Right to Test. The employee may be asked to submit to
a medical examination and/or eye, blood, urine, or other
medical tests.
6. Disciplinary Action for Violation of the Policy. Any
employee Who violates any aspect of this policy, including
refusal to submit to any of this policy, including
inspections, or testing When requested by the Town, will be
subject to disaiplinary action, which may be immediate
teroination. When the Town has reason to believe the
employee is violating this policy, the employee may be
Suspended immediately pending investigation.
7. New Hires. All new hires and rehires of regular full-time
or part-time employees may be required to take a urine or
other medical test and to agree in writing to allow the
results of those tests to be furnished to and used by the
Town. Those persona who do not pass such test(s) shall not
be employed.
8. Notification of Law Enforcement Agencies and Other Actions.
Other actions, such as notification of law enforcement
agencies, may be taken in regard to an employee violating
this policy at the Town's discretion as it deems
appropriate.
9. Intent of Regulations. The above requlation8 are not
intended to conflict with, but will be incorporated in all
agreements with unions, guilds, or employee associations
with the Town of Yelm. ~
!layor Ronald G. Lawton
ATTEST:
A.~
Shelly A. Badger, C ty Clerk
Resolution Passed: October 11, 1989
Resolution Published: October 19, 1989
Resolution Effective: October 24, 1989