Resolution 1993-17 6
RESOLUTION NO- �'� — I
CITY OF YORKVILLE
NOW THAT IT BE RESOLVED THAT THE CITY OF YORKVILLE:
1. Adopts the attached DRUG-FREE WORKPLACE POLICY.
2. Authorizes the Department heads to implement this policy and enforce its provisions.
THE UNITED CITY OF THE VILLAGE OF YORKVILLE.
Approved this 2��day of ��T�'�-�r 1993.
t�
1
MAYOR
CITY CLERK
CITY OF YORKVILLE
DRUG-FREE WORKPLACE POLICY
Illegal drugs and the abuse of legal drugs in the workplace are a significant danger. They
impair safety and health, promote crime, lower productivity and quality and undermine public
confidence in the work City employees undertake. The City prohibits drug and alcohol
impairment and the illegal use of drugs in the workplace. Under the federal and state Drug-Free
Workplace Acts, 41 USC 701, et seq., and Ill. Rev. Stat. 1992, ch. 127, par. 132.311 et seq., in
order for the City to be considered a "reasonable source" for the award of federal or state grants,
it is appropriate to adopt the following policy:
A. Any location in which City business is conducted, whether at this or any other site,
is declared to be a drug-free workplace.
All employees are absolutely prohibited from unlawfully manufacturing, distributing,
dispensing, possessing or unlawfully using controlled substances or alcohol, as defined in the
federal and state Drug-Free Workplace Acts, in the workplace.
B. Employees are expected and required to report to work on time in appropriate physical
and mental condition to perform duties of their jobs.
C. Employees have the right to know the dangers of drug abuse in the workplace, the
City's policy about them and what help is available to combat drugs problems. Employees
needing assistance in overcoming drug abuse problems are encouraged to seek professional
assessment, treatment support and aftercare at appropriate outside agencies. Conscientious efforts
to seek such help will not jeopardize any employees' job nor will it be noted in any personnel
record. However, referral to such programs in no way exempts an employee from discipline for
less than acceptable job performance.
D. As a condition of employment, each employee shall:
1. Agree in writing to abide by the terms of the Center's policy respecting a drug
and alcohol-free workplace; and
2. Agree, as required by law, to inform his or her supervisor of his or her
conviction of any criminal drug or alcohol Statute, for a violation occurring on or off City
premises, while conducting City business, no later than five (5) days after such a conviction. A
conviction means a finding of guilt (including a plea of"no to contendere") or the imposition of
a sentence by a Judge or jury in any federal or state court, and/or a finding of Court Supervision.
E. An employee who violates the terms of this policy may be subject to disciplinary
action including suspension and/or termination.
1. The city shall take prompt disciplinary action with respect to any employee who
violates this policy. In any event, the City shall take disciplinary action with an employee
convicted of a drug offense in the workplace no later than thirty (30) days after receiving notice
of the conviction.
2. Should the city be a current participant in a federal education program in which
the center is the prime grantee and a direct receiver of federal funds, the City shall notify the
appropriate federal agency from which the City receives grant monies of the employee conviction
within ten (10) days after receiving notice of the conviction.
3. The City may require an employee who violates the terms of this policy to
satisfactorily participate in a drug or alcohol abuse assistance or rehabilitation program.
CITY OF YORKVILLE
DRUG-FREE WORKPLACE POLICY
I acknowledge receiving the City of Yorkville's Drug-Free Work Place Policy, and I have
read and understand its terms.
Printed Name
Signature
Date