§ 2.15. Alcohol and Drug Policy.

It is the policy of the city to ensure employees do not report for work in an impaired condition resulting from the use of alcohol or drugs, consume alcohol or drugs while on duty or at worksite. Any employee who violates this policy is subject to disciplinary action up to and including termination. The specifics of the policy are:

A.

An employee who is or suspected of being under the influence of alcohol or drugs while on duty is subject to a screening test for alcohol, drugs, or both. The City will use the same guidelines for suspicion of alcohol or drug use as the Kotzebue Police uses to determine if a person is driving while under the influence of alcohol or drugs. (i.e. slurred words, dilated pupils, smell of alcoholic beverage on person/breath, etc.),

B.

Emphasis is on rehabilitation and referral to an employee assistance program when an employee is under the influence of alcohol or drugs while on duty. The city shall however take into consideration the circumstances and actions of the employee in determining appropriate disciplinary action.

C.

Any employee who is convicted of driving under the influence or related offense such that it impacts that their employment is subject to disciplinary action up to and including termination.

D.

If the City adopts a mandatory suspiciousless, random based alcohol or drug policy, all employees must receive a copy of any City mandated drug testing policy at least 30 days prior to the initiation of testing. The signed acknowledgement will be placed in the employee's personnel file.

Notification of Drug or Alcohol Conviction

Any employee who is convicted of a criminal alcohol or drug violation must notify the city in writing within one (1) working day of the conviction. The city will take appropriate action within 30 days of notification. Federal contracting agencies will be notified when appropriate.

Consequences

One of the goals of the drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If an employee violates the policy or refuses a suspicion-based request for drug or alcohol testing the employee will receive disciplinary action up to and including termination.

Return-to-Work Agreements

Following a violation of the drug-free workplace policy, an employee may be offered an opportunity to participate in an employee-paid rehabilitation program. In such cases the employee must sign and abide by the terms set forth in a Return-to-Work Agreement as a condition of continued employment.

Assistance

The City of Kotzebue recognizes that alcohol and drug abuse and addiction are treatable illnesses. The city recognizes that early intervention and support improve the success of rehabilitation. to support employees the City:

A.

Encourages employees to seek assistance if they are concerned that they or their family members may have a drug and/or alcohol problem;

B.

To utilize the services of the City's Employee Assistance Program or qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help;

C.

Allows the use of accrued paid leave while seeking treatment for alcohol and other drug problems; and

D.

May cover treatment for alcoholism and/or other drug use disorders through the employee benefit plan, subject to available funding, if any. However, the ultimate financial responsibility for recommended treatment belongs to the employee.

Confidentiality

All information received by the city through the drug-free workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies.

Shared Responsibility

Employees shall not report to work or be subject to duty while their ability to perform job duties is impaired due to use of alcohol or other drugs.

In addition, employees are encouraged to:

•

Be concerned about working in a safe environment.

•

Report dangerous behavior to their supervisor.

A.

It is the supervisor's responsibility to:

a.

Inform employees of the drug-free workplace policy.

b.

Observe employee performance.

c.

Document negative changes and problems in performance.

B.

Counsel employees as to expected performance improvement.

C.

Clearly state consequences of policy violations.

Communication

To ensure all employees are aware of the drug-free workplace program:

•

All employees will sign manual acknowledging receipt of policy.

•

The policy may be reviewed in orientation sessions with new employees.

•

The policy and assistance programs may be reviewed periodically at employee meetings.

•

Every supervisor may receive training to help him/her recognize and manage employees with alcohol and other drug problems.