[1]
Editor's Note: See also Division B of this chapter, regarding
drug and alcohol testing for certain employees of the Chesapeake Beach
Waterpark.
A.Â
The Town is committed to providing a healthy and safe work environment
for all employees; to providing the best possible services to Town
citizens; to maintaining the public's confidence in its government's
employees; and to protecting the Town from the economic losses that
can occur due to alcohol and drug abuse. There is no reason to believe
that illegal drug use or substance abuse in the Town's workforce
is greater than in other workplaces in the private or public sectors.
However, because of the nature of public service, the health and safety
of Town residents demand that the Town take the actions necessary
to eliminate substance abuse and illegal drugs from the workplace.
B.Â
Town employees are expected and required to be in a condition to
perform their duties throughout the work day. The Town recognizes
that its employees' off-the-job, as well as on-the-job, involvement
with drugs and alcohol can have an impact on work productivity and
on its ability to provide a work environment free from the effects
of alcohol and drug abuse.
It is the policy of Chesapeake Beach that the unlawful manufacture,
distribution, dispensation, possession, or use of a controlled substance
or alcohol is prohibited in the workplace. This policy applies to
all Town employees. The Drug-Free Workplace Act of 1988 created requirements
for employees working on federal grants. Those additional requirements
for grant employees shall be applied by the Town when applicable.
In addition, employees who are employed at the Chesapeake Beach Waterpark
may be required to submit to drug and alcohol testing if required
by Division B of this chapter.
Employees are expected and required to report to work fit for
duty and remain able to perform their job duties throughout the day.
Employees who are impaired by the use of a substance or who are in
possession of a controlled dangerous substance without a prescription,
on the job, have the potential for interfering with their own, as
well as their coworkers', safe and efficient job performance.
As a condition of employment, employees must:
A.Â
If an employee violates this policy, and drug-related work rule,
or commits any drug-related offense which would subject him or her
to any disciplinary action, the Town may take appropriate personnel
action against an employee, up to and including termination, and/or
require an employee to satisfactorily participate in a drug- or alcohol-abuse
assistance or rehabilitation program approved for such purposes by
a federal, state, or local health, law enforcement, or other appropriate
agency.
B.Â
If an employee who is convicted of a drug statute violation is engaged
in the performance of a federal grant, the Town must:
