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HomeMy WebLinkAboutRESOLUTION - 67-94 - 12/13/1994 - EGV DRUG FREE WORKPLACE POLICY RESOLUTION NO. 67-94 A RESOLUTION ADOPTING THE VILLAGE OF ELK GROVE VILLAGE DRUG-FREE WORKPLACE POLICY NOW, THEREFORE, BE IT RESOLVED by the President and Board of Trustees of the Village of Elk Grove Village, Counties of Cook and Dupage, State of Illinois as follows: Section 1: That the President and Board of Trustees do hereby adopt the document entitled: VILLAGE OF ELK GROVE Drug-Free Workplace Policy a copy of which is attached hereto and made a part hereof as if fully set forth and the Village Clerk is authorized to attest said documents upon the signature of the Village President. Section 2 : That this Resolution shall be in full force and effect from and after its passage and approval according to law. PASSED this 13th day of December 1994 . APPROVED this 13th day of December 1994 . Dennis J. Gallitano Village President ATTEST: Patricia S. Smith Village Clerk Elk Grove Village Drug-Free Workplace Policy ALL PERSONNEL The Village of Elk Grove Village prohibits any employee from engaging in the manufacture, distribution, dispensing, possession, or use of any illegal substance or the abuse of alcohol and/or prescription drugs while on duty. The village acknowledges that such use of illegal substances is harmful to the health of employees and dangerous in the workplace. The employee must notify their immediate supervisor of any criminal drug statute conviction for a violation occurring at any Village worksite no later than three days after such a conviction. The Village retains the right: to require employees to submit to alcohol or drug testing based upon a reasonable suspicion chat: an employee has violated any portion of this policy. PERSONNEL REQUIRED TO POSSESS A COMIERCIAL DRIVER'S LICENSE (with the exception of firefighters) Furthermore, employees required to possess commercial driver's license are prohibited from operating a commercial motor vehicle: - While having a breath alcohol concentration of . 04 percent: or greater as indicated by an alcohol breath test. - While using alcohol . - Within four hours after using alcohol . - Within two hours but in no event longer than eight hours after an accident involving a municipal vehicle or until tested for drugs and/or alcohol . Employees required to possess a commercial driver's license are prohibited from the unlawful use of drugs on or off duty. Finally, any employee or prospective employee applying for a position requiring a commercial driver's license must: release information from their previous employer regarding results of previous drug and alcohol testing taken within the past two years. Under Federal Guidelines, random testing for alcohol will occur immediately prior, during, or after the employee performs safety- sensitive functions of their jobs (i . e. operation of a motor vehicle) . Random drug testing will be performed but not necessarily on an immediate basis as with alcohol testing. Any refusal to submit to testing automatically results in a positive test result. ALL PERSONNEL Any employee who is found to be in violation of this policy will be subject to disciplinary action by the Village as described in Section 9 . 21 of the Personnel Rules and Regulations . This may include reprimands, suspension without pay, or dismissal . Furthermore, employees are subject to comply with drug and alcohol testing requirements as described in Section 9. 23 of the Personnel Rules and Regulations. The employee may enter an employee substance abuse assistance program at any time or as may be required by the Village. information on such assistance through the employee's health insurance benefits is available from your supervisor. This policy will be enforced in all matters as referred to above regardless of an employee's current or future job classification or position within the Village. THE UNDERSIGNED AFFIRMS THAT HE OR SHE' HAS READ AND UNDERSTANDS THE TERMS SET FORTH IN THE DRUG-FREE WORKPLACE POLICY. Signed Date Please Note: Village policy requires each employee to sign this form. Failure or refusal to do so will leave you subject to disciplinary action and may be deemed an admission of your violation of the aforementioned items.