Town of Greenwich, NY
Washington County
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[Adopted 4-27-1993]
Town of Greenwich employees shall report to and remain at work free from impairment caused by the use of illegal drugs or alcohol. The use of illegal drugs or alcohol while on duty is a violation of the Federal Drug-free Workplace Act. The Town of Greenwich will assist employees who have a drug or alcohol dependency problem to recover from their addiction, provided the employees seek or accept assistance. The Town of Greenwich will take appropriate adverse action, including separation from employment, to resolve drug- or alcohol-related job performance problems.
The intent of this Town of Greenwich directive is to provide a working policy concerning substance abuse and mandatory drug and alcohol testing for "sensitive" positions. This policy does not replace other departmental provisions, including fitness for duty examinations, employee assistance programs or the adverse action process. DPA Rules, Article 29, Section 599.960 et seq., contains the complete definitions of the following: “positions designated as sensitive,” “good faith belief of reasonable suspicion for substance abuse testing,” “employee rights” and “confidentiality of records.”
Responsibilities in ensuring a drug-free workplace are as follows:
A. 
Town of Greenwich management:
(1) 
Creates an environment conducive to a drug-free workplace through proactive measures and by personal example.
(2) 
Takes appropriate corrective actions with subordinate managers and supervisors who fail to perform their responsibilities as outlined in this article.
B. 
Managers and supervisors:
(1) 
Discuss with subordinate staff any behavior or job performance factors that may indicate the use of drugs, alcohol or violations of this article.
(2) 
When appropriate, suggest that employees seek substance abuse evaluation and assistance through the Employee Assistance Program (EAP); make management referrals to EAP.
(3) 
Order employees in designated "sensitive" positions to mandatory reasonable suspicion drug and alcohol tests according to established procedures.
(4) 
Take appropriate corrective actions with subordinate managers or supervisors who fail to perform their responsibilities as outlined in this article.
C. 
Employee assistance program:
(1) 
Responsible for fulfilling the function of substance abuse professional (SAP).
(2) 
Provide assessment, short-term counseling and referral services to assist employees who may be experiencing difficulties as a result of drug or alcohol abuse.
(3) 
Provide follow-up assessment to assure that treatment needs are met.
D. 
All employees:
(1) 
Report to and remain at work free of any drug- or alcohol-induced impairments.
(2) 
Refrain from use of illegal drugs or alcohol while on duty.
(3) 
While serving in a designated "sensitive" position, submit to mandatory reasonable suspicion drug and alcohol tests according to established procedures.
This policy is applicable to all employees.