502 Drug-Free Workplace
Original Approval Date: February 21, 1996
Revision Effective: September 21, 2016
Supersedes: #210
The Tri-County Board of Recovery and Mental Health Services is considered to be a drug-free work environment. The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in the work place. The Executive Director and staff are equally responsible for maintaining a safe and healthy working environment.
The possession, use or sale of alcohol, unauthorized or illegal drugs, or the misuse of any legal drugs on Board premises or while on Board business is prohibited and will constitute grounds for termination.
Any employee under the influence of drugs or alcohol will be subject to discipline including termination.
Employees or prospective employees can be tested for drug or alcohol presence: (1) as a condition before employment, (2) after a work-related accident, (3) if the employee exhibits a prolonged reduction in productivity, or (4) if the Executive Director has other reasonable cause for testing the employee.
Positive test results will be considered in employment decisions and may result in a decision that the applicant is medically unqualified for employment.
Each employee is responsible for promptly reporting to the Executive Director the use of prescribed drugs that may affect the employee’s judgement, performance or behavior so that a determination can be made as to whether the use of the drug represents a workplace impairment.
As a condition of employment, each employee agrees to abide by the terms of the above policy. Further, each employee agrees to notify the Executive Director of any criminal drug statute conviction of that employee for a violation occurring in the work place no later than five days after such conviction. The Executive Director agrees to notify the Board chairperson of any criminal drug statute conviction of the Executive Director for a violation occurring in the work place no later than five days after such conviction, and to abide by the terms of the above policy.
Any employee who is convicted of the above-stated violations shall be subject to disciplinary action, including termination within 30 days of notice of such conviction.
An employee may be required to participate satisfactorily in a drug abuse assistance or rehabilitation program as a term of employment if substance use or abuse is detected or reported.
The Executive Director shall assure that the provisions of this policy are communicated to employees.
Revision Effective: September 21, 2016
Supersedes: #210
The Tri-County Board of Recovery and Mental Health Services is considered to be a drug-free work environment. The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in the work place. The Executive Director and staff are equally responsible for maintaining a safe and healthy working environment.
The possession, use or sale of alcohol, unauthorized or illegal drugs, or the misuse of any legal drugs on Board premises or while on Board business is prohibited and will constitute grounds for termination.
Any employee under the influence of drugs or alcohol will be subject to discipline including termination.
Employees or prospective employees can be tested for drug or alcohol presence: (1) as a condition before employment, (2) after a work-related accident, (3) if the employee exhibits a prolonged reduction in productivity, or (4) if the Executive Director has other reasonable cause for testing the employee.
Positive test results will be considered in employment decisions and may result in a decision that the applicant is medically unqualified for employment.
Each employee is responsible for promptly reporting to the Executive Director the use of prescribed drugs that may affect the employee’s judgement, performance or behavior so that a determination can be made as to whether the use of the drug represents a workplace impairment.
As a condition of employment, each employee agrees to abide by the terms of the above policy. Further, each employee agrees to notify the Executive Director of any criminal drug statute conviction of that employee for a violation occurring in the work place no later than five days after such conviction. The Executive Director agrees to notify the Board chairperson of any criminal drug statute conviction of the Executive Director for a violation occurring in the work place no later than five days after such conviction, and to abide by the terms of the above policy.
Any employee who is convicted of the above-stated violations shall be subject to disciplinary action, including termination within 30 days of notice of such conviction.
An employee may be required to participate satisfactorily in a drug abuse assistance or rehabilitation program as a term of employment if substance use or abuse is detected or reported.
The Executive Director shall assure that the provisions of this policy are communicated to employees.
