Laserfiche WebLink
<br />B. Off-duty use of alcohol may adversely affect an employee's job performance or <br />adversely affect or threaten to adversely affect other interests of the City, including but <br />not limited to the employee's relationship to his/her job, fellow workers' reputations, or <br />goodwill in the community. Disciplinary action up to and including dismissal may be <br />imposed on this basis. <br /> <br />C. Except as provided herein, the personal possession (i.e., on the person, or in a desk, or <br />locker) of alcohol on City property or during working hours will result in disciplinary <br />action, up to and including dismissal. <br /> <br />D. It is against the City's program and a violation of City policy to report to work or to work <br />under the influence of alcohol. <br /> <br />E. For purposes of this policy, an employee is presumed to be under the influence of <br />alcohol if a blood test shows a forensically acceptable positive quantum of proof of <br />alcohol usage as set forth in the Florida's Workers' Compensation Testing Rules, <br />Chapter 38F-9, F.A.C. <br /> <br />F. An employee who Management has reason to suspect is under the influence of alcohol <br />will be removed immediately from the workplace and will be tested and evaluated by <br />authorized personnel selected by Management, if reasonably available. The City will <br />take further action (i.e., further testing, referral to counseling, and/or disciplinary action) <br />based on medical information, work history, and other relevant factors. The <br />determination of appropriate action in each case rests solely with the City. <br /> <br />G. Failure to pass an alcohol test will result in further testing or disciplinary action, up to and <br />including dismissal. <br /> <br />H. Efforts to tamper with or refusal to submit to an alcohol test will subject the employee to <br />dismissal. <br /> <br />I. Employees arrested for an alcohol-related incident, as indicated on the arrest report, <br />shall notify, as soon as feasible, but in any event no later than 24 hours after the arrest, <br />the City management representative having direct administrative responsibility for the <br />arrested employee of the arrest if the incident occurs: <br /> <br />1. During working hours, or <br />2. While operating a City vehicle, or <br />3. While operating a personal vehicle on City business. <br /> <br />Failure to comply with this subsection will result in disciplinary action up to and including <br />dismissal. <br /> <br />J. Violations of alcohol use prohibitions can subject an employee to disciplinary action up <br />to and including dismissal. Dismissal for a first offense will be considered an appropriate <br />penalty absent mitigating circumstances. <br /> <br />VI. Drug Use Prohibitions <br /> <br />A. The use, sale, purchase, possession, manufacture, distribution, or dispensation of <br />nonprescription drugs or their metabolites on City property or while at work (while on <br /> <br />SIB _Drug-Free_ Workplace_Program_-_ W-CDL <br /> <br />Page 6 of 41 <br /> <br />12/15/2011 <br />