2020-095 Resolution - Laserfiche WebLink

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ARTICLE XXXIV DRUG AND ALCOHOL POL10 34.1 1=or the purpose ofimplementing the provisions of this article, cacti bargaining unit member shall execute medical releases in order for the Employer to obtain the results of the examinations/drug screen testing provided fol- in this Article and the Employer's Drug Testing Procedures per the City of North Olmsted Drtl(-> I rcc Workplace. Policy°. 34.2 The Cit,,'s drug testing policy shall be the drug free workplace as set forth in the City's Personnel Policy Manual (PPM), including thresholds as aim, be amended from time to time by federal regulations and incorporated in said policy, a copy of which is attached hereto as Appendix B. It is further agreed to by the Association anis the Employer that only the drug free workplace policy as established in the (.'it\'s PPM will be implemented by the parties. Ifthere are anv changes in the policy during the terms of this Agreement, the Lniplomer shall notify the Union and all emplin -ees of the changes in vvriting at least ten (10) days prior to the effective date of the changes. and the agreed upon policy attached to the CBA shall be updated to reflect the PPM Policy changes, with copies being provided to the Association and employees. 34.3 If an employee is required to submit a written report, they shall be advised of the reason for such report. 34.4 In the event that disciplinary action is taken against a member, the member shall have the right to request the presence of an Association representative when such action is taken. 34.5 If all the screening and confirmatory tests are positive regarding the use of non -felonious drugs, the City shall require the crmployce to participate in a rehabilitation or detoxification program, as determined by appropriate medical personnel. Phis provision shall apply to only the first incident of`positive testing of or use of 11017 -felonious drugs. Any employee testing positive for the use of non -felonious drugs the second time and any employee testing positive Im— and/or the use of felonious drugs may be subject to disciplinary action up to termination at the I_:mployer"s discretion without any rehabilitation program. I'he cost of the program will be covered by the employees health insurance plan or the employer. 3=4.6 Ali employee who participates in a rehabilitation or detoxification program shall be allowed to use sick leave, vacation leave, or personal days for the period of the rehahilitation, 11' no such leave credit is available. such employee may, be placed on an unpaid medical leave of absence. 34.7 Upon completion of the program and retest that demonstrates that the employee is no longer illegally using a controlled substance, the employee shall be returned to his position. Such employee may be subject to periodic retesting,, at the Employer's discretion, upon return to his position for a period of two (2) years frorn the date of his return. 34.8 Any employee in the above mentioned rehabilitation program will not lose any seniority Should it be necessary that he be required to take an unpaid medical leave of absence.