Employee Handbook

Section 8 — Safety and Wellness

Drug-Free Workplace Statement

As a recipient of federal grants, the City is required to comply with the Drug-Free Workplace Act of 1988. This act requires contractors and grantees of federal agencies to agree to provide Drug-free Workplace as a precondition of receiving a contract or grant from a federal agency. This policy is consistent with the City’s policy of not tolerating illegal activities, particularly on City time or premises.  

This policy is intended to regulate all issues concerning the use or abuse of Alcohol and controlled substances in the Workplace or that affect the Workplace. The City is dedicated to providing safe, dependable and efficient services to the citizens of the City. In meeting this obligation, it is our policy to ensure that employees are not impaired in their abilities to perform assigned duties in a safe, productive, and healthy manner and to create a Workplace environment free from the adverse effects of Drug abuse. It is the policy of the City of West Des Moines that the following conduct is prohibited: 1) the use, sale, offering for sale, or possession of illegal Drugs, Controlled Substance, imitation Controlled Substance, or counterfeit Controlled Substance, on the job, on the City’s premises, or in City vehicles; 2) any improper use of “legal” or physician-prescribed Drugs on the job, on the City’s premises, or in City vehicles; 3) the use, sale, offering for sale, or possession of alcoholic liquor (beer, wine, or Alcohol) on the job, on the City’s premises, or in City vehicles; and 4) being under the influence of illegal Drug or Controlled Substance, alcoholic liquor (beer, wine, or Alcohol) or improperly used prescription Drug on the job, on the City’s premises, or in City vehicles. 

Violations of this policy can result in disciplinary action, up to and including termination, and may have legal consequences.

This policy applies while employees are on the job, on the City’s premises, in City vehicles, and to off-site lunch periods or breaks when an employee is scheduled to return to work, when an employee is on call, or when an employee is responding to duty. 

Employees shall notify their supervisor of the employee's conviction under any criminal Drug statute for a violation occurring in the Workplace as defined above, no later than five (5) days after such conviction. If an employee is convicted of a violation of a criminal Drug statute for a violation occurring in the Workplace, the City will take appropriate disciplinary action against the employee, up to and including termination of employment, or the City will require the employee to successfully participate in an approved Drug abuse assistance or rehabilitation program. If the City requires the employee to successfully participate in an approved Drug abuse assistance or rehabilitation program and the employee fails to do so, the City will take appropriate disciplinary action against the employee, up to and including termination of employment.

The Human Resources Director shall be responsible for publication and dissemination of this policy to each employee. In addition, the Human Resources Director shall oversee the establishment of a Drug-free awareness program to educate employees about the dangers of Drug abuse and make them aware of available Drug counseling programs. This program will be used as one method to inform employees of the Drug-free Workplace policy and the penalties that may be imposed for its violation.

Chemical dependency is an illness and a major health problem and may require professional help. The City provides an Employee Assistance Program (EAP) for eligible employees or family members who want to seek confidential counseling.  

See also Section 7.5, Employee Assistance Program.

For specific policies see also:

Section 8.7 - Drug Free Work Environment - Non-CDL

Section 8.8 - Drug Free Work Environment - Regulated by the DOT

Section 8.9 - Drug Free Work Environment - Regulated by the City