[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:
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.
