15.D.
City Council Meeting - FINAL
- Meeting Date:
- 11/20/2018
- From:
- Shannon Anderson, Human Resources Director
Information
TITLE:
Consideration and Adoption of Resolution No. 2018-55 and Ordinance No. 2018-41: An ordinance and resolution amending the Flagstaff City Code, Chapter 1-14, Personnel System, by adopting Addendum 16 to the Employee Handbook of Regulations to add Drug and Alcohol-Free Workplace and Employee Alcohol and Controlled Substance Testing Policy.
STAFF RECOMMENDED ACTION:
At the November 20, 2018 Council Meeting:
1) Read Resolution No. 2018-55 by title only
2) Read Ordinance No. 2018-41 by title only for the first time
3) City Clerk reads Ordinance No. 2018-41 by title only (if approved above)
At the December 4, 2018 Council Meeting:
4) Adopt Resolution No. 2018-55
5) Read Ordinance No. 2018-41 by title only for the final time
6) City Clerk reads Ordinance No. 2018-41 by title only (if approved above)
7) Adopt Ordinance No. 2018-41
1) Read Resolution No. 2018-55 by title only
2) Read Ordinance No. 2018-41 by title only for the first time
3) City Clerk reads Ordinance No. 2018-41 by title only (if approved above)
At the December 4, 2018 Council Meeting:
4) Adopt Resolution No. 2018-55
5) Read Ordinance No. 2018-41 by title only for the final time
6) City Clerk reads Ordinance No. 2018-41 by title only (if approved above)
7) Adopt Ordinance No. 2018-41
Executive Summary:
Addendum 16 of the Employee Handbook of Regulations adds Drug and Alcohol-Free Workplace to the Employee Handbook replacing Employee Directive No. 1-090 Drug Free Workplace established on January 7, 1991.
Addendum 16 also replaces Employee Directive No. 4-013 Alcohol and Controlled Substance Testing Policy for Non-CDL Employees established on February 10, 1997 and Employee Directive No. 4-014 Alcohol and Controlled Substance Testing Policy for CDL Operators established on January 1, 1995. The recommendation is to combine all Alcohol and Controlled Substance Testing into one policy and the policy would apply to both CDL and Non-CDL employees. The most significant change in this recommended policy is refining the consequences of a positive blood alcohol concentration (BAC) from allowing a first, second and third offense before considering a recommendation for termination when the BAC is less than 0.08 to allowing discipline, up to and including, a recommendation for termination upon the first offense for a BAC greater than 0.00. The purpose of this recommendation is to align the City's action upon a positive blood alcohol concentration to a Drug and Alcohol-Free Workplace.
Addendum 16 also replaces Employee Directive No. 4-013 Alcohol and Controlled Substance Testing Policy for Non-CDL Employees established on February 10, 1997 and Employee Directive No. 4-014 Alcohol and Controlled Substance Testing Policy for CDL Operators established on January 1, 1995. The recommendation is to combine all Alcohol and Controlled Substance Testing into one policy and the policy would apply to both CDL and Non-CDL employees. The most significant change in this recommended policy is refining the consequences of a positive blood alcohol concentration (BAC) from allowing a first, second and third offense before considering a recommendation for termination when the BAC is less than 0.08 to allowing discipline, up to and including, a recommendation for termination upon the first offense for a BAC greater than 0.00. The purpose of this recommendation is to align the City's action upon a positive blood alcohol concentration to a Drug and Alcohol-Free Workplace.
Financial Impact:
The alcohol and controlled substance abuse testing is budgeted within each division's budget. These policy recommendations do not create any additional financial impact.
Policy Impact:
These policy recommendations will replace Employee Directives 1-090 Drug Free Workplace, 4-013 Alcohol and Controlled Substance Testing Policy for Non-CDL Employees, and 4-014 Alcohol and Controlled Substance Testing Policy for CDL Operators.
Connection to Council Goal, Regional Plan and/or Team Flagstaff Strategic Plan:
The addition of these policies to the Employee Handbook of Regulations supports the Team Flagstaff Strategic Plan:
- Provide Exceptional Service by demonstrating respect, equity and strong ethics.
- Foster a Resilient and Economically Prosperous City by delivering outstanding services through a healthy environment, resources and infrastructure.
Has There Been Previous Council Decision on This:
No.
Options and Alternatives:
The City Council may choose to approve the recommended changes or to amend this ordinance prior to the ordinance's adoption.
Expanded Options and Alternatives:
Inform.