09-15-1997 WS - Laserfiche WebLink

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Based on overwhelming preponderance of available medical and scientific opinion, there is not evidence that the HIV (AIDS) virus is casually transmitted in ordinary social or occupational settings or conditions. Therefore, co-workers have not basis upon which to refuse to work or withhold their services for fear of contracting for transfer requests will be make for employees who feel threatened by a co-worker's AIDS/HIV infected condition. Recognizing the need for employees to be accurately informed about AIDS, the City will to the best of its ability make available general information about the disease. POLICY: DRUG AND ALCOHOL TESTING: Drug Free Workplace (41 USC, 403; MN §181) Commercial Driver's License (49 USC 1507; CRF 40.25) Approved By: Federal, State, City Council Section: 1.20 Revision History: 1988, 1996, 1997 DRUG FREE WORKPLACE The City is committed to the health, well being and safety of its employees and property. All employees have a responsibility to report to and be at work in a fit condition to perform. The policy has been established for the purpose of providing a safe workplace for all and to comply with the Drug Free Workplace Act. Unless specifically authorized as part of the employee's work duties, no employee shall use, possess, manufacture, distribute, dispense, sell, or transfer drugs, alcohol, or drug paraphernalia while the employee is working or while the employee is on the City's premises or operating City equipment. Employees are required to report to work on time and in appropriate mental and physical condition to work. No employee shall be under the influence of any illegal drug or alcohol while working. No employee shall operate, use or drive any equipment, machinery, or vehicle of the City or perform duties for the City while under the influence of alcohol, marijuana, controlled substances, or other mood altering drugs. Employees have a duty to immediately notify their Supervisor if they are not in appropriate mental or physical condition to perform their job duties. An employee shall notify the City of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. Such a conviction will be grounds for termination unless the employee satisfactorily completes a drug abuse assistance or rehabilitation program. Violations of the policy may lead to discipline, including discharge. Each situation will be evaluated on a case-by-case basis depending upon the severity and circumstances. The entire policy is included in the Reference Section of this manual FEDERAL OMNIBUS TRANSPORTATION EMPLOYEE TESTING ACT AND RELATED • REGULATIONS IMPLEMENTATION POLICY The purpose of the policy is to establish programs designed to help prevent accidents and injuries resulting from the misuse of alcohol or use of controlled substances by drivers of