Reso 2018-2773 - Laserfiche WebLink

Home Browse Search

B. Off-duty use of alcohol may adversely affect an employee's job performance or adversely affect or threaten to adversely affect other interests of the City, including but not limited to the employee's relationship to his/her job, fellow workers' reputations, or goodwill in the community. Disciplinary action up to and including dismissal may be imposed on this basis. C. Except as provided herein, the personal possession (i.e., on the person, or in a desk, or locker) of alcohol on City property or during working hours will result in disciplinary action, up to and including dismissal. D. It is against the City's program and a violation of City policy to report to work or to work under the influence of alcohol. E. For purposes of this policy, an employee is presumed to be under the influence of alcohol if a blood test shows a forensically acceptable positive quantum of proof of alcohol usage as set forth in the Florida's Workers' Compensation Testing Rules, Chapter 38F-9, F.A.C. F. An employee who Management has reason to suspect is under the influence of alcohol will be removed immediately from the workplace and will be tested and evaluated by authorized personnel selected by Management, if reasonably available. The City will take further action (i.e., further testing, referral to counseling, and/or disciplinary action) based on medical information, work history, and other relevant factors. The determination of appropriate action in each case rests solely with the City. G. Failure to pass an alcohol test will result in further testing or disciplinary action, up to and including dismissal. H. Efforts to tamper with or refusal to submit to an alcohol test will subject the employee to dismissal. I. Employees arrested for an alcohol-related incident, as indicated on the arrest report, shall notify, as soon as feasible, but in any event no later than 24 hours after the arrest, the City management representative having direct administrative responsibility for the arrested employee of the arrest if the incident occurs: 1. During working hours, or 2. While operating a City vehicle, or 3. While operating a personal vehicle on City business. Failure to comply with this subsection will result in disciplinary action up to and including dismissal. J. Violations of alcohol use prohibitions can subject an employee to disciplinary action up to and including dismissal. Dismissal for a first offense will be considered an appropriate penalty absent mitigating circumstances. VI. Drug Use Prohibitions A. The use, sale, purchase, possession, manufacture, distribution, or dispensation of nonprescription drugs or their metabolites on City property or while at work (while on (Reso)Sib Drug-Free Workplace Program-Rev 01182018 Page 6 of 41 1/18/2018