It is the NEGC’s objective to establish and maintain a work environment free from the effects of alcohol and other drugs.The effects of alcohol and other drugs in the workplacecould undermine the productivity of the NEGC’s workplace.The adverse effects of alcohol and other drugs create a serious threat to the welfare of fellow employees and to citizens. NEGC’s,therefore,adopts the following policy and procedures to address alcohol and other drug problems in the public work force.
This policy applies to all positions whether full-time or part-time,or paid on a salaried or an hourly basis.
Any product defined as such in the Alcohol Beverage Control Act.
A finding of guilty (including a plea of guilty or nolo contendere),or imposition of sentence,or both,by any judicial body charged with the responsibility of determining violations of the criminal drug laws,alcohol beverage control laws,or laws that govern driving while intoxicated.
Criminal Drug Law
Any criminal law governing the manufacture ,distribution,dispensation,use,or possession of any controlled drug.
Any substance defined as such in the Drug Control Act, and whose manufacture, distribution, dispensation, use, or ,possession is controlled by law.
All employees,whether full-time or part-time,or paid on a salaried or on an hourly basis.
The person(s) ultimately responsible for an employee’s workplace and performance.
Any substance other than alcohol that may be taken into the body and may impair mental difficulties and/or physical performance.
The person immediately responsible for an employee’s workplace and performance.
Abide by policy
Employees must abide on Alcohol and Other Drugs, and applicable disciplinary policies.
An employee’s appeal of a conviction does not affect the employee’s obligation to report the conviction.
Each of the following constitutes a violations of this policy:
The unlawful or unauthorized manufacture, distribution , dispensation, possession, or use of alcohol or other drugs in the workplace;
Impairment in the workplace from the use of alcohol or other drugs, except from the use of drugs for legitimate medical purposes;
A criminal conviction for a:
An employee’s failure to report to hiss or her supervisor the employee’s conviction of any offense.
For policy violation(s)
Any employee who commits any violation , shall be subject to the full range of disciplinary actions, including discharge, pursuant to applicable disciplinary policies.
Severity of discipline
The severity of disciplinary action for violations of this policy shall be determined on a case-by-case basis. Mitigating circumstances that may be considered in determining the appropriate discipline include whether the employee voluntarily admits to , and seeks assistance for, an alcohol or other drug problem.
Fair application of policy
Provide employees with copy of summary of policy or, upon request, copy of entire policy
Management must post a copy of the entire policy in a conspicuous place or places in the workplace.
Training of agency representatives and supervisors
The Department of Human Resource Management shall instruct other departmental representatives, who in turn shall instruct their corresponding supervisors, on the implementation of this policy, including:
Ongoing employee education
Departments must inform employees, on an ongoing basis, of:
Appropriate action whennotified of violations
2. Within ten calendar days after receiving notice that an employee has been convicted of a criminal drug law violation occurring in the workplace, the department shall notify the management.
Employees with problems related to the use of alcohol or other drugs are encouraged to seek counseling or other treatment.
Assistance from management
Assistance from other agencies
Employees may contact other agencies, such as the Department of Mental Health, Mental Retardation and Substance Abuse Services, the Department of Health, the Department of Rehabilitative Services.
Leaves of absence to seek rehabilitation
All records and information concerning personnel actions related to his policy shall remain confidential and shall be disclosed only with the employee’s permission , or when the management determines that disclosure is necessary for its efficient operation.