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<br />Prohibition against Drugs and Alcohol Use and Possession of Alcohol or Drug(s):
<br />Employees are prohibited from the use, possession, transfer, transportation, manufacture,
<br />distribution, sale, purchase, solicitation to sell or purchase, or dispensation of alcohol, drugs,
<br />including cannabis, or drug paraphernalia while on duty; is on City premises; while operating
<br />any City vehicle, machinery, or equipment; or when performing any City business, except (1)
<br />pursuant to a valid medical prescription used as properly instructed; (2) the use of over-the-
<br />counter drugs used as intended by the manufacturer; or (3) when necessary for approved law
<br />enforcement activity.
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<br />Besides having a zero-tolerance policy for the use or possession of alcohol, illegal drugs, or
<br />misused prescription drugs on the worksite, we also prohibit the use, possession of, impairment
<br />by any cannabis or medical cannabis products (e.g., hash oils, edibles or beverages containing
<br />cannabinoids, or pills) on the worksite by a person working as an employee at the City or while
<br />“on call” and subject to return to work. Having a medical marijuana card, patient registry
<br />number, and/or cannabis prescription from a physician does not allow anyone to use, possess,
<br />or be impaired by that drug here. Likewise, the fact that cannabinoids may be lawfully
<br />purchased and consumed in some circumstances does not permit anyone to use, possess, or be
<br />impaired by them here. The federal government still classifies cannabis as an illegal drug, even
<br />though some states, including Minnesota, have decriminalized its possession and use in certain
<br />circumstances. There is no acceptable concentration of marijuana metabolites in the blood or
<br />urine of an employee who operates our equipment or vehicles or who is on one of our
<br />worksites. Applicants and employees are still subject to being tested under our drug and
<br />alcohol testing policy. And employees are subject to being disciplined, suspended, or
<br />terminated after testing positive for cannabis if the employee used, possessed, or was impaired
<br />by cannabis, including medical cannabis, while on the premises of the place of employment or
<br />during the hours of employment.
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<br />While Impaired of Alcohol, Drugs or Cannabis:
<br />Employees are prohibited from being under the influence of alcohol or drugs, including
<br />cannabis, or having a detectable amount of an illegal drug in the blood or urine when reporting
<br />for work; while on duty; is on the City’s premises; while operating any city vehicle, machinery,
<br />or equipment; or when performing any City business, except (1) pursuant to a valid medical
<br />prescription used as properly instructed; or (2) the use of over-the-counter drug used as
<br />intended by the manufacturer.
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<br />Driving While Impaired:
<br />A conviction of driving while impaired in a city-owned vehicle at any time during business or
<br />non-business hours, or in an employee-owned vehicle while conducting city business, may
<br />result in discipline, up to and including discharge.
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<br />Criminal Drug Convictions:
<br />Any employee convicted of any criminal drug statute must notify his or her supervisor and
<br />Human Resources in writing of such conviction no later than five days after such conviction.
<br />Within 30 days after receiving notice from an employee of a drug-related conviction, the City
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