[1]
Editor's Note: Former Art. II, Drug And Alcohol Testing Policy
And Procedures, was amended in its entirety 3-6-2023 by Ord. No. 1337.
Prior history includes R.O. 2012, Ord. No. 993, and Ord. No. 1337.
[Ord. No. 1337, 3-6-2023]
City of Portageville strives to maintain a workplace free of
drugs and alcohol and to discourage drug and alcohol abuse by its
employees. Misuse of alcohol or drugs by employees can impair the
ability of employees to perform their duties, as well as adversely
affect our citizens' and their confidence in our City.
[Ord. No. 1337, 3-6-2023]
A.
To protect the well-being of its employees and the public, the City
of Portageville prohibits all of its employees from doing any of the
following:
1.
Engaging in the unlawful manufacture, distribution, dispensation,
possession, or use of illegal drugs, or sensory-altering substances
at any time.
2.
Reporting to work or otherwise being on the job under the influence
of any illegal drugs or sensory-altering substances.
a.
The term "illegal drugs" means, all drugs whose use or possession
is regulated or prohibited by Federal, State or local law. These include
prescription medication that is used in a manner inconsistent with
the prescription, not current, or for which the individual does not
have a valid prescription. The term "current" in this policy means
that an employee is using a legally obtained prescription drug which
is not beyond a clearly defined expiration date. For the purposes
of this policy, prescriptions will be considered to have expired six
(6) months after the expiration date listed on the prescription.
b.
The term "sensory-altering substances" means any non-prescribed
substance that is not an illegal drug but causes sensory alterations,
disorientation, hallucinations, lack of physical control, impairment
of an employee's full bodily and mental functions, or otherwise
affects the employee's performance on the job. This term is meant
to include new designer drugs and legal marijuana which impact an
employee's work performance but are not illegal as define by
the State of Missouri.
|
Marijuana, even if prescribed under a State medical marijuana
law, remains illegal under Federal law and this policy.
|
3.
Reporting to work or otherwise being under the influence of
alcohol while at work or on the job. Although lawful off-duty alcohol
use is generally not prohibited by this policy, such use must not
interfere with an employee's job performance.
[Ord. No. 1337, 3-6-2023]
Prior to performing drug or alcohol testing on employees, the
employee will be required to sign a form consenting to the testing
listed on the form and acknowledging that a confirmed positive test
result can result in disciplinary action. An employee's refusal
to consent and submit to lawful testing will be considered misconduct
and a voluntary termination by the employee. In addition, refusal
to consent to post-accident testing as provided herein may result
in the employee forfeiting the right to collect worker's compensation
benefits.
[Ord. No. 1337, 3-6-2023]
If you are currently using any prescribed or over-the-counter
medication that could alter your ability to perform your job safely,
you must notify your supervisor before starting your job. The purpose
of this notification is to assess both the job requirements and any
potential side effects of the medication to determine any safety implications
and whether you can perform the essential functions of your job with
or without reasonable accommodation.
