Drug Testing and Drug Free Workplace
It is the policy of the St. Charles City-County Library District to provide safe, dependable, and economical services to its customers, to provide safe working conditions for its employees, and to comply with the federal laws and regulations related to the Drug Free Work Place Act of 1988 and the Omnibus Transportation Employee Testing Act of 1991. This policy is a consolidation of the District's drug policies. All employees of the District are covered by this policy; some may be specifically covered by the Omnibus Transportation Employee Testing Act and others may be covered by policy only.
The District is committed to provide a work environment free from alcohol and controlled substances. Unlawful manufacture, distribution, dispensing, possession or use of controlled substances is prohibited on District premises, in District vehicles, or while conducting District business off the premises. The possession, use or distribution of alcoholic beverages is also prohibited on District premises, in District vehicles, or while conducting District business off the premises, unless specifically approved by the Library District Director/Administration. Violations of this policy will result in disciplinary action, up to and including termination, and may have resulting legal or criminal consequences. Discipline may include successful completion of an approved treatment plan.
As required by law, the Library District will implement a drug and alcohol testing program for employees in safety-sensitive functions as defined in the Omnibus Transportation Employee Testing Act, including any drivers who are required to possess a Commercial Drivers License. These employees are required to pass blood, urine, or other screening tests prior to employment, and to submit to random testing, reasonable suspicion testing, post-accident testing, return to work testing, and follow-up testing to rehabilitation programs. The District reserves the right to require other employees to submit to similar drug and alcohol tests when there is a reasonable suspicion of drug or alcohol abuse. Any employee who fails to submit to the required testing under this policy is considered to have tested positive and is subject to the discipline for positive testing.
The District may set up random testing for safety-sensitive positions or may chose to cooperate with another local government entity by adding District employees to the other's employee pool for random selection.
Reasonable suspicion testing shall be used to determine fitness for duty, including appropriate urine and/or breath testing when there are objective observable reasons to believe that controlled substance or alcohol use is adversely affecting the employee's job performance or that the employee has violated this policy.
Any employee who is found to have engaged in prohibited alcohol use or who tests positive on the confirmatory controlled substance test shall be interviewed by the Medical Review Officer designated by the Library District. The employee shall be immediately removed from work-related activity and shall not be permitted to resume work until the employee is evaluated by a Substance Abuse Professional, complies with rehabilitation guidelines set by the District, and has tested negative in a follow-up test. Assessment by the Substance Abuse Professional does not protect the employee from disciplinary action or guarantee continued employment with the District.
The Library District Director or designee shall be designated as the program coordinator to implement the alcohol and drug testing program of the District within the guidelines of this policy and the federal regulations.
When safety-sensitive positions as defined in the Omnibus Transportation Employee Testing Act exist, the District shall contract with an appropriately certified testing laboratory to conduct the controlled substance testing analysis and reporting required under the federal regulations. The District may also contract for the required alcohol testing. The District shall engage the services of an independent contractor to serve at the Medical Review Officer, who shall not be an employee of the Library District.
The Library District shall provide all employees with a copy of this policy and with materials related to the effects of the use and/or abuse of alcohol and controlled substances. Information regarding treatment and rehabilitation sources shall also be provided. Furthermore, the District shall develop and provide training for all managers and supervisors who are responsible for the administration and enforcement of this policy.
All records developed and/or acquired in pursuing this policy shall be maintained in strict confidence by the Library District, the testing laboratory, the Medical Review Officer and the Substance Abuse Professional.
Any supervisor who observes an employee causing a disruption in the work area, or posing a danger to self, the public or other employees, shall take appropriate action.
This policy does not alter the Library District's policy to encourage employees with drug or alcohol problems to seek professional assistance before the problem leads to an incident requiring disciplinary action. However, employees must, as a condition of employment, abide by the terms of this policy and report any conviction under a criminal drug statute for violations occurring on or off District premises while conducting District business. A report of a conviction for alcohol or drug related matters must be made within five (5) days after the conviction.