Policy 710 SMOKE-FREE WORKPLACE I. PURPOSE To promote the health and safety of our employees as well as our customers.
II. SCOPE This policy applies to all City employees and visitors to City buildings.
III. POLICY The City of Fredericksburg is a smoke-free work place. Employees and visitors are prohibited from smoking inside City buildings or on any other City property where there may be a danger (i.e. next to a gas tank). Employees should refrain from smoking in public areas where non-smokers must go through to get to a City building (i.e. right outside a door of a City building.)
Policy 720 ACCIDENTS/INJURIES REPORTING I. PURPOSE To protect the safety and health of all employees and to comply with applicable federal, state, and local laws.
II. SCOPE The policy applies to all City employees.
III. POLICY Job related injuries and illnesses, regardless of severity, should be reported immediately to the superintendent. The superintendent will ensure the employee receives medical attention as required.
IV. PROCEDURE A. When an injury occurs 1. If the injured is unconscious, bleeding profusely, or displays other evidence of serious injury, call for an ambulance by phone or radio. 2. If the injured employee is ambulatory and displays no outward indication of serious injury, apply whatever first aid is necessary and, if in need of medical treatment, transport the employee directly to the nearest medical facility. 3. The accident should be reported to the Safety Officer immediately. Superintendents shall make it known to employees under their authority that all injuries, no matter how trivial, should be reported immediately. Failure to report an injury when it occurred may result in the City's refusal to grant injury leave or accept responsibility for medical treatment that might later be necessary.
B. When the injury has been reported It is the responsibility of the superintendent in charge to see that an Employer's First Report of Injury or Illness form (TWCC-1) is immediately and completely prepared concerning the injury. Within three working days, the superintendent and the employee are to complete all prescribed reports unless serious injury prevents. C. Old Injuries Reports on complications related to previous on the job injuries while employed by the City of Fredericksburg should be routed to the Safety Officer and approval obtained before injury leave or workers' compensation medical treatment is authorized. Prescribed forms as defined in the City's Standard Operating Procedures must be completed. D. Attending Physician 1. The physician specified to treat an employee injured on-the-job shall be the City's designated provider, or may be the employee's attending physician of the employee’s choice or, in default, the City’s physician. The City's designated provider may call in a specialist to perform medical or surgical service as deemed necessary. 2. Injured employees shall abide by the medical treatment recommended by the attending physician. Refusal could result in medical and leave benefits being denied. 3. The Safety Officer will coordinate an employee's needed leave by requiring medical evidence of all days or hours needed for injury leave before that benefit is provided. The superintendent may require that an employee submit a statement from the attending physician that the employee is able to return to work. 4. If an attending physician determines that an employee is not physically able to return to work the next duty day, or if they may return under restricted duty, then the employee must follow the provisions of the City's Modified Duty Policy #721.
E. Fraudulent Claims Evidence that injury leave or medical treatment was secured through fraudulent statements or deceptive practices shall be sufficient cause for disciplinary action up to and including termination and recoupment of costs expended by the City.
Policy 721 MODIFIED DUTY I. PURPOSE To establish expectations of employees when they cannot perform their regular work duties due to an injury.
II. SCOPE This policy applies to all City employees.
III. POLICY If an employee suffers an injury or illness on or off the job, and is able to report to work but is unable to perform all normal duties, the employee, at the option of the City, may be assigned some of his or her normal duties, modified to suit his or her physical condition. Length of accommodation will be on a case by case basis. An employee's refusal to accept reasonable duties suited to his/her incapacity and physical condition will be subject to disciplinary action up to and including termination.
Policy 730 SAFETY RESPONSIBILITY I. PURPOSE To increase productivity, improve the work environment and enhance public safety while at the same time reducing injuries and actual cost of injuries.
II. SCOPE This policy applies to all City employees.
III. POLICY Within the limits of the job, the actions of each Department Head, superintendent, and employee must reflect a commitment to safety. All employees must act to prevent, correct, or report any unsafe condition or practice. Employees are responsible for their own safety as well as the safety of those around them.
IV RESPONSIBILITIES A. Safety Officer shall: 1. develop and implement safety programs. 2. act as a resource to help superintendents develop safety procedures. 3. coordinate required safety training to promote the safety programs. 4. promptly notify immediate supervisor of any operation that he/she considers unsafe.
B. Department Heads shall: 1. support safety programs, procedures, training, and hazard elimination 2. ensure that safety is not compromised for the sake of time or urgency.
C. Superintendents shall: 1. emphasize the importance of safety to their employees, and train them in correct work procedures. 2. by their own actions, set a good example at all times. 3. integrate safety into every work assignment and take immediate corrective measures to eliminate unsafe condition, equipment, facilities and practices.
D. Employees shall: 1. observe all safety regulations and requirements. 2. operate such equipment in a safe manner following local, state, and federal laws at all times. 3. report to their superintendent any defect in their mechanical equipment.
Policy 740 PROMOTING A SAFE WORK ENVIRONMENT I. PURPOSE To protect the safety and security of City employees recognizing the importance of the common good and the value of each individual.
II. SCOPE This policy applies to all City of Fredericksburg employees.
III. POLICY Threats, threatening behavior, or acts of violence against employees, visitors, guests, or other individuals by anyone on City property will not be tolerated. Violations of this policy will lead to disciplinary action up to and including termination, arrest, and prosecution. No existing City policy, practice, or procedure should be interpreted to prohibit decisions designed to prevent a threat from being carried out, a violent act from occurring or a life threatening situation from developing.
IV. PROCEDURES A. Reporting Threats All City personnel are responsible for notifying their superintendent or Department Head of any threats which they have witnessed, received, or have been told that another person has witnessed or received. This includes behavior that could be interpreted as threatening, even from non-City employees. B. Threatening Behavior Any person who makes a substantial threat, exhibits threatening behavior, or engages in violent acts on City property shall be removed from the premises as quickly as safety permits, and shall remain off City premises pending the outcome of an investigation, and may be banned permanently from the property. C. Firearms 1. No unlawful or unauthorized weapons will be carried or stored in any City facility or vehicle, unless in the authorized performance of duty. 2. No firearms will be discharged unless in the authorized performance of duty and not in violation of other City or Department rules or regulations, City Ordinance or State or Federal law. 3. No concealed weapons on City property unless in authorized performance of duty.
Policy 750 DRUG- & ALCOHOL-FREE WORKPLACE POLICY I. PURPOSE The purpose of this policy is to identify and remove the adverse effects of alcohol and drugs on job performance, and to protect the health and safety of our employees. Use and misuse of alcohol or drugs can and does impair the ability of an employee to perform his/ her duties and may endanger the employee, his/her co-workers, and the public as well as property. The City seeks to prevent the use/misuse/abuse of drugs and alcohol by employees in any way which impairs their ability to perform their duties.
II. SCOPE This policy applies to all City of Fredericksburg employees.
III. POLICY This policy includes, without limitation, alcoholic beverages, as well as inhalants and illegal drugs. Employees who violate this policy are subject to appropriate disciplinary action including termination. The policy applies to all employees of the City regardless of rank or position and includes temporary and part-time employees. Any drug and alcohol policy which is more stringent than this one, adopted by individual department heads for their respective departments, shall be the policy to which employees of those departments must adhere.
IV. DEFINITIONS Controlled Substance: Any substance listed in Schedule I-V of Section 202 of the Controlled Substance Act (21 USC S812), as amended. Drug: A drug is any chemical substance that produces a physical, mental, emotional, or behavioral change in the user. Illegal Drug: An illegal drug is any drug or derivative thereof which the use, possession, sale, transfer, attempted sale or transfer, manufacture or storage of is illegal or regulated under any federal, state, or local law or regulation and any other drug, including, but not limited to, a prescription drug, used for any reason other than a legitimate medical reason and inhalants used illegally. Included is marijuana or cannabis in all forms. Reasonable Cause / Reasonable Suspicion: Supported by evidence strong enough to establish that a policy violation has occurred. Testing: Is generally defined as a urine, blood, and/or breath test to determine chemical or drug content. Any employee may be tested for drug or alcohol use when there is “reasonable cause / reasonable suspicion” that (a) use of a substance is affecting performance, or (b) the employee is engaged in any of the prohibited acts or activities listed in this policy. Under the Influence: Not having the normal use of mental or physical faculties by reason of the introduction of an illegal drug, controlled substance, or alcohol into the body.
V. POLICY PROVISIONS Any of the following actions constitutes a violation of the policy and may subject an employee to disciplinary action to include immediate termination: Working or reporting to work, performing official duties, conducting company business, or in a company-owned, leased, or rented vehicle while under the influence of an illegal drug, controlled substance, alcohol or in an impaired condition. A test for the presence of illegal drugs, controlled substance or alcohol is not required prior to the imposition of disciplinary action which may include: 1. treatment required as a condition to continued employment; 2. reprimand; or 3. dismissal
VI. CORRECTIVE ACT Any employee involved in a work-related accident may be subject to urine, blood, and/or breath testing for drug or alcohol use or abuse.
VII. AVAILABLE TREATMENT The City does not provide treatment programs. However, an employee or covered dependent may receive assistance through the City’s health insurance program, to the extent outlined therein. Treatment related activities will be treated on the same basis as other personal business or health matters with regard to use of sick leave or compensation leave.
VIII. COORDINATION WITH LAW ENFORCEMENT AGENCIES The sale, use, purchase, transfer, or possession of an illegal drug or drug paraphernalia is a violation of the law. The City will report information concerning possession, distribution, or use of any illegal drugs to law enforcement officials and will turn over to the custody of law enforcement officials any such substance found during a search of an individual or property. Searches will only be conducted of individuals based on reasonable cause; and only of their vehicles, lockers, desks, closets when based on reasonable suspicion. The City will cooperate fully in the prosecution and/or conviction of any violation of the law.
IX. OTHER LAWS AND REGULATIONS The provisions of this policy shall apply in addition to, and shall be subordinated to, any requirements imposed by applicable federal, state, or local laws, regulations or judicial decisions. Unenforceable provisions of this policy shall be deed to be deleted.
X. RESERVATION OF RIGHTS The City reserves the right to interpret, change, suspend, cancel or dispute, with or without notice, all or any part of this drug and alcohol policy, or procedures or benefits discussed herein. Employees will be notified before implementation of any change. Although adherence to this policy is considered a condition of continued employment, nothing in this policy alters an employee’s status and shall not constitute nor be deemed a contract or promise of employment. Employees retain the right to resign their employment at any time for any or no reason, without notice, and the City retains the right to terminate any employee at any time, for any or no reason, without notice. By signing the acknowledgment of receipt of the personnel policies and procedures manual in which this policy is contained, you are also acknowledging receipt of this copy of the Drug- and Alcohol-Free Workplace Policy. You have also acknowledged that the provisions of this policy are part of the terms and conditions of your employment and that you agree to abide by them.
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