Indian Valley Community Services
District
Indian Valley CSD is a drug-free workplace. The purpose of this policy is to ensure the safety of all employees and to promote productivity. This policy applies to all employees, contractors, and temporary workers. Substances covered under this policy include alcohol, illegal drugs, inhalants, and prescription and over-the-counter drugs.
District management reserves the right to inspect its premises for these substances. The District reserves the right to conduct alcohol and drug tests at any time. Your employment may be terminated if you violate this policy, refuse to be tested, or provide false information.
Definitions under
this policy:
A “substance” includes alcohol, illegal drugs, inhalants, and prescription and over-the-counter drugs.
An “illegal drug” is any substance that is illegal to use, possess, sell, or transfer.
“Drug paraphernalia” are any items used or intended for use in making, packaging, concealing, injecting, inhaling, or consuming illegal drugs or inhalants.
A “prescription drug” is any substance prescribed for an individual by a licensed health care provider.
An “inhalant” is any substance that produces mind-altering effects when inhaled.
You are “under the
influence” if any substance:
• impairs your behavior or your ability to work safely and productively;
• results in a physical or mental condition that creates a risk to your own safety, the safety of others, or company property; or
• is shown to be present in your body, by laboratory evidence, in more than an identifiable trace.
“District premises”
include buildings, grounds, parking lots, and District-provided vehicles.
District rules
You must follow these rules while you are on district premises and while you conduct district business. The rules apply any place you conduct district business, including a district vehicle or your own vehicle:
1. You may not use, possess, or be under the influence of alcohol on district premises. If management approves, you may drink moderately at certain off-premises, business-related meetings or social gatherings.
2. You may not use, possess, or be under the influence of illegal drugs.
3. You may not sell, buy, transfer, or distribute any drugs. It is against the law to do so, and we will report such actions to the authorities.
4. You may not use, possess, sell, buy, transfer, or distribute drug paraphernalia.
5. You may not use or be under the influence of inhalants.
6. You must follow these rules if you take prescription or over-the-counter drugs on the job.
• You may use a prescription drug only if a licensed health care provider prescribed it for you within the last year.
• You may use prescription or over-the-counter drugs only if they do not generally affect your ability to work safely.
• You must follow directions, including dosage limits and usage cautions.
• You must keep these drugs in their original containers or bring only a single-day supply.
The District may consult with a doctor to determine if a prescription or over-the-counter drug may create a risk if you use it on the job. The District may change your work duties or restrict you from working while you are using a prescription or over-the-counter drug that creates such a risk.
7. You may not use machinery while taking prescription or over-the-counter drugs that impair your ability to work safely. This includes vehicles.
You must cooperate with any investigation into substance abuse. An investigation may include tests to detect the use of alcohol, drugs, or inhalants.
Testing
The Company will conduct drug testing under one or another of the following circumstances:
RANDOM TESTING: Employees may be selected at random for drug testing at any interval determined by the Company.
FOR CAUSE TESTING: The District may ask an employee to submit to a drug test at any time it feels that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: evidence of drugs or alcohol on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs or alcohol, negative performance patterns, or excessive and unexplained absenteeism or tardiness.
POST-ACCIDENT TESTING: Any employee involved in an on-the-job accident or injury under circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was injured, but also any employee who potentially contributed to the accident or injury event in any way.
Testing may include urine, blood, or breathalyzer tests. Before testing, you will have the chance to explain the use of any drugs. We will follow laws for keeping test results confidential.
If an employee is tested for drugs or alcohol outside of the employment context and the results indicate a violation of this policy, the employee may be subject to appropriate disciplinary action, up to and possibly including discharge from employment. In such a case, the employee will be given an opportunity to explain the circumstances prior to any final employment action becoming effective.
Agreement to follow
policy
I have received and read a copy of the drug and alcohol abuse policy for Indian Valley CSD. I agree to follow the rules in the policy.
______________________________ _______________________
Employee signature Date
______________________________ _______________________
Witness signature