North Metro Community Services Inc

NORTH METRO COMMUNITY SERVICES, INC. HUMAN RESOURCES POLICY

DRUGS AND ALCOHOL ______

The primary purpose of this drug and alcohol policy is to ensure a safe and productive work environment for all employees and peoplereceiving services free from the effects of substance abuse. Abuse of drugs and alcohol impairs employee judgment which could result in safety risks to employees and people in service through NMCS, personal injuries, and impaired decision making.NMCS strictly prohibits the unlawful manufacture, distribution, possession or use of alcohol, drugs, controlled substance, marijuana or drug paraphernalia in any work area, NMCS vehicles, or anywhere else on the work premises at any time. In addition, no employee shall report to work or be at work with alcohol or with any detectable amount of prohibited drugs in the employee’s system. The consumption of alcohol on NMCS premises shall not be prohibited by this policy if consumption has been approved in advance by the Executive Director for a specific event and time.

NMCS reserves the right to require a drug/alcohol screening of any employee if a supervisor has reasonable suspicion of alcohol or drug impairment at work. This suspicion may result from a performance issue, observed behavior or credible information from other sources. The drug screen will be performed at NMCS expense by a worker’s compensation clinic or other facility. During the time between the administration of the test and the results, the employee may be put on administrative leaveor transferred to another position. If the employee refuses to submit to the test or if the test resultsindicate drug or alcohol use the employee may be terminated immediately.

When an employee must take prescription or over-the-counter drugs, the employee should ask the medical professional or pharmacist if the drug has any side effects which may impair the employee’s ability to safely or productively perform the employee’s job duties. If there is potential impairment of the employee’s ability to work safely or productively, the employee must report this information to the supervisor. NMCS will determine if the employee should work in his or her regular job, be temporarily assigned to another job, or placed off work. The employee may be required to obtain a fitness for duty. If an employee is placed off of work then earned leave time will be used.

Compliance with this policy is required as a condition of employment and applies equally to all personnel. Any violation will result in disciplinary action being taken, up to and including termination, even in the case of a first offense.

Any legal action taken against an employee for the use, sale, or possession of narcotics, drugs, alcohol, or controlled substances while off duty may be cause for immediate suspension without pay or termination of employment. An employee is required to notify their supervisor or director of any legal action taken on the next business day. If the employee is suspended, the suspension shall be for an indefinite period of time pending legal action. At that time, a determination will be made by NMCS as to continued employment. When an employee works in a Service Contract Act position, the contracting or granting agency shall be notified within 10 days after NMCS receives notice that a covered employee has been convicted of a criminal drug violation in the workplace.

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