Laserfiche WebLink
including, but not limited to, the presence or absence of HIV antibodies in a worker's <br /> body fluids. <br /> 4. The City will not dismiss, discipline, refuse to hire, discriminate against, or request or <br /> require rehabilitation of an employee or job applicant on the sole basis of a positive <br /> test result that has not been verified by a confirmation test. <br /> 5. The City will not dismiss, discipline or discriminate against an employee solely upon <br /> the employee's voluntarily seeking treatment, while in the employ of the City, for a <br /> drug-related problem, if the employee has not previously tested positive for drug use, <br /> entered an employee assistance program for drug-related problems, or entered an <br /> alcohol or drug rehabilitation program. This shall not prevent follow-up testing as <br /> required by this program. <br /> IX. Employee Assistance Program (EAP) <br /> A. The City regards its employees as its most important asset. Accordingly, the City <br /> maintains an EAP which provides help to employees who suffer from alcohol or drug <br /> abuse and other personal or emotional problems. Employees with such problems <br /> should seek confidential assistance from the EAP or other community resources before <br /> drug or alcohol problems head to disciplinary action. Employees may contact the Human <br /> Resources Department for the name of the City's EAP. <br /> B. Information about a self-referred employee's contact with the EAP is confidential and will <br /> not be disseminated without the employee's permission. Further, an employee is not <br /> subject to discipline solely as a result of a self referral for treatment. <br /> C. However, use of the EAP or other community resources will not shield the employee <br /> from appropriate disciplinary action for violations of the City's Drug-Free Workplace <br /> Program if such violations come to the City's attention through other means, including, <br /> but not limited to, reports from employees or outsiders, direct observation, or drug <br /> testing. <br /> D. Employees referred to the EAP as a result of a first violation of the City's Drug-Free <br /> Workplace Program may, at the City's discretion, be allowed to continue their <br /> employment with the City provided: <br /> 1. They contact the EAP and strictly adhere to all the terms of treatment and <br /> counseling; <br /> 2. Immediately cease any and all abuse/use of alcohol/drugs; and <br /> 3. Consent in writing to periodic unannounced testing for a period of up to 60 months <br /> after returning to work or completion of any rehabilitation program, whichever is later. <br /> 4. Pass all drug test(s) administered under this program. <br /> 5. The employee executes and abides by an agreement describing the required <br /> conditions. <br /> E. Participation in any evaluation, treatment, or counseling program will be at the <br /> employee's expense unless participation in the particular program is required by the <br /> (Reso)Sib Drug-Free Workplace Program-Rev 01182018 Paae 18 of4l 1/18/2018 <br />