Differences

This shows you the differences between two versions of the page.

--- wiki:topic_d [2025/10/07 13:33:13] – Shawn McKinley
+++ wiki:topic_d [2025/10/09 12:08:36] (current) – Shawn McKinley
@@ Line 389: / Line 389: @@
   - **Verbal Warning** -  The Supervisor will meet with the Employee to notify him/her that the performance or behavior must be improved. Ways for the Employee to improve performance or behavior will be discussed. Notes of this meeting are to be placed in the Employee’s personnel file in Human Resources. The Supervisor may keep a copy.
-  - **Written Warning** -  The Supervisor will inform Human Resources of the need to write a written warning in which to be presented to the Employee. Based on the information provided by the Supervisor, the Director of Human Resources will be available to assist the Elected Official or Department Head in filling out a Written Warning. The Employee will then meet with their Elected Official, Department Head or Supervisor, accompanied by a member of Human Resources or another witness in the position of Supervisor or above while receiving a Written Warning that states termination may occur unless the performance or behavior improves immediately. Ways for the Employee to improve his/her performance or behavior will be discussed. A follow-up date will be set for the Supervisor to meet with the Employee and the Director of Human Resources to evaluate the Employee’s improvement.\\ \\A copy of the Written Warning will be placed in the Employee’s personnel file in Human Resources. In addition the Supervisor may request that the Employee be suspended for a determined period of time, with or without pay, at the time of the Written Warning.
+  - **Written Warning** -  The Supervisor will inform Human Resources of the need to write a written warning in which to be presented to the Employee. Based on the information provided by the Supervisor, the Director of Human Resources will be available to assist the Elected Official or Department Head in filling out a Written Warning. The Employee will then meet with their Elected Official, Department Head or Supervisor, accompanied by a member of Human Resources or another witness in the position of Supervisor or above while receiving a Written Warning that states termination may occur unless the performance or behavior improves immediately. Ways for the Employee to improve his/her performance or behavior will be discussed. A follow-up date will be set for the Supervisor to meet with the Employee and the Director of Human Resources to evaluate the Employee’s improvement.\\ \\ A copy of the Written Warning will be placed in the Employee’s personnel file in Human Resources. In addition the Supervisor may request that the Employee be suspended for a determined period of time, with or without pay, at the time of the Written Warning.
   - **Discharge** -  This is the final action and is taken when the previous steps have been ineffective or when a serious infraction of the rules or policies has been committed. This meeting is witnessed by the Human Resources Director or another witness in the position of Supervisor or above.
-==== Section 12-3.  ====
+==== Section 12-3 Immediate Discharge of an Employee ====
-Immediate Discharge of an Employee
-SUBSTANCE ABUSE POLICY
-There are certain instances where performance and/or behavior are of such a
-serious nature, that immediate discharge, without prior warning or consultation,
-may be justified. Not all of the warnings need to be exhausted prior to discharge.
-By listing the various methods of discipline above, Taney County expressly reserves,
-and does not waive the right to discharge any Employee for any reason if it deems
-necessary.
-The Commission reserves the right to change or amend this policy at any time for any
-reason.
-SECTION 13. SUBSTANCE ABUSE POLICY
-==== Section 13-1. Purpose of Substance Abuse Policy ====
+**There are certain instances where performance and/or behavior are of such a serious nature, that immediate discharge, without prior warning or consultation, may be justified. Not all of the warnings need to be exhausted prior to discharge.**
-It is the policy of Taney County to provide a safe environment for our Employees.
-Taney County recognizes that the use of drugs and alcohol in today’s society poses a
-very serious problem in the work place. Not only can the use and/or abuse of these
-substances jeopardize the health, safety and well-being of the individual user and all of
-our Employees, but it can also endanger the safety of the general public, cause
-accidents and injuries adversely affect productivity and morale and contribute to
-excessive absenteeism and tardiness. Since our Employees are our most valuable
-resource, and the safety and well being of our Employees and the general public are of
-major concern to us, we have developed a substance abuse policy to help with this very
-difficult problem.
-Taney County’s Substance Abuse Policy, which includes provisions calling for the use
-of drug and alcohol testing under certain circumstances, has been developed to keep
-our workplace free from drug and alcohol-influenced Employees in a manner which
-respects and recognizes the dignity and privacy of all our Employees. Use of illegal
-drugs and consuming alcoholic beverages is strictly prohibited in the work place, which
-will be outlined in this policy. Taney County wants all of our Employees to know that
-information is available to an Employee who may have a problem with chemical
-dependency or alcoholism.
-For the purpose of this policy, drugs are defined as any controlled substance which is
-illegal to possess, manufacture, distribute, sell, or conspire to distribute or sell by state
-or federal law, and prescription drugs which are not taken in conformity with the
-prescription or which may impair the Employee’s judgment, faculties or abilities, if the
-County has not received written notice of this possible effect. Alcohol is defined as, but
-not limited to, liquor, beer, wine, malt liquor or any other intoxicants used for beverage
-purposes. Taney County reserves the right to test in its sole discretion, for any drug or
-alcohol use.
-As a condition for employment with Taney County, all Employees must abide by the
-terms of this Policy.
-Violations of policy will result in disciplinary action up to and
-including termination.
-The Benefits Coordinator and the Human Resources Director are the designated
-Alcohol and Drug Policy Administrators.
-==== Section 13-2. General Policy ====
+By listing the various methods of discipline above, Taney County expressly reserves, and does not waive the right to discharge any Employee for any reason if it deems necessary.
-- No Employee shall report for work while impaired by any drug or alcohol.
-- No Employee shall manufacture any drug, or possess any quantity of drugs or
-alcohol, lawful or unlawful, at any worksite. Furthermore, no Employee shall sell
-or transfer, or attempt to sell or transfer, to any other person, any drug or alcohol
-at any worksite. The term “worksite” means any motor vehicle, office, building or
-other property owned by the County or any other location at which the Employee
-is to perform work including off-site County functions.
-- Use of any illegal drug is prohibited by all Employees while on County property,
-on duty or conducting County business,
-or while operating a vehicle or
-equipment owned or leased by the County. Use of alcohol or being under the
-'
-influence of alcohol is prohibited by all Employees while on company property or
-while operating a vehicle or equipment owned or leased by the County.
-- An Employee may use, in the manner prescribed, a drug prescribed or
-administered by a physician, if the physician has advised the Employee that the
-drug will not affect the Employee’s ability to safely perform his/her duties.
-If
-using the prescription will result in the Employee’s inability to safely perform
-his/her duties, or result in a direct threat to others, then the Employee must
-immediately notify their Supervisor. Taney County will do whatever possible to
-accommodate an Employee in this situation, which includes having the Employee
-perform other duties. In some instances, the Employee may be asked to stay at
-home while taking the prescription.
-- All drug or alcohol testing will be conducted either by the contracted company or
-by Cox Health Occupational Medicine, depending on the type of testing needed;
-i.e. Pre-Employment, Random, Reasonable Suspicion, Workers’ Compensation.
-(In certain circumstances, testing may be conducted at Cox Health’s Emergency
-Room when the Occupational Medicine Clinic is closed). Revised9/ 13/2021}
-- AH drug testing will be a 10-panel test and sent for Laboratory Testing.
-- Drug and Alcohol testing will be conducted for all work-related injuries, accidents
-or illnesses.
-If an accident is caused involving a vehicle, the Employee(s)
-involved must submit to a drug and alcohol test even if there is no injury or there
-is little or no damage to the vehicle. The key word for Workers’ Compensation is
-“accident”.
-SHERIFF’S OFFICE EXCLUSION OF PROVISION: Sheriff’s Office Employees, in
-the performance of their duties with the Sheriff’s Office of Taney County, are
-excused from the provision of possession or drinking of any alcoholic beverage while
-on undercover duty for the County; or of possession, use, distribution, purchase,
-sale or offering for sale of narcotics or any controlled or illegal substance, on any
-property, including County property, the parking lot and county vehicles, at any time,
-including breaks or lunch while on undercover duty for the County. Notification from
-the Sheriff must be filed with Human Resources prior to testing.
-- Post Offer Testing (Drugs only): All new Employees, including re-hires, will
-be given a position contingent upon the passing of a drug test. Any person
-who receives a positive drug test result, which is not medically justified by a
-licensed doctor, will have the offer of employment retracted.
-Post Offer
-Testing includes both Non-DOT testing for new hires and DOT testing for
-new- hires.
-- Random Testing: (Drugs and Alcohol). Employees that serve in a Safety
-Sensitive Position; a DOT Employee; and Employees required to have a CDL
-License in order to drive a vehicle for work are subject to Random Testing. In
-addition, Employees that regularly drive a vehicle for work are subject to
-Random Testing. (Regularly drive a vehicle for work is the key here.
-Employees that only drive on occasion i.e. to a meeting, seminar, etc. are not
-considered Safety Sensitive.) These Employees will be subject to random
-testing from time to time without notice.
-Employees chosen for Random
-Testing are a result of a computer-based selection by Employee Screening.
-No person may control the selection for Random Testing, therefore, some
-Employees may be chosen more often than others.
-All employees who are subject to random testing must notify their
-supervisor before the end of the business day following the day the
-employee receives a citation, or arrested, for any moving violation. DWI.
-DUI. or drug-related offense. Failure to provide notification of citations
-or arrests may result in disciplinary action, up to an including
-termination. (Revised 09/24/2018)
-- Post Accident Testing (Drugs and Alcohol). With the exception of basic
-first aid treatment or when an Employee causes an accident by hitting an
-animal with a County vehicle, any Employee that is injured while working in
-any capacity for Taney County or any Employee who causes an injury to
-another person or damage to any County Property, or becomes involved in a
-vehicle accident will be required to undergo a drug and alcohol test. A drug
-and alcohol test must be completed whether or not there is damage to the
-vehicle or other County Property as a result of the accident. This includes all
-medical treatments by a licensed physician and lost time injuries/illnesses.
-Testing for Post Accidents will be either Non-DOT or DOT. The County may
-also utilize drug and/or alcohol test results obtained from law enforcement
-officials from a vehicle accident.
-All Employees are prohibited from
-consuming alcohol after an accident until he/she has been tested.
-After
-==== Section 13-3.  ====
+The Commission reserves the right to change or amend this policy at any time for any reason.
-T esting Circumstances
+===== Section 13. Substance Abuse Policy =====
-giving a valid sample, a determination will be made by the Supervisor and a
-representative of the Human Resources Department as to whether the
+==== Section 13-1 Purpose of Substance Abuse Policy ====
-Employee may return to work. Part of this decision will be based upon the
-doctor releasing the Employee to work, and what type of duties the Employee
+It is the policy of Taney County to provide a safe environment for our Employees. Taney County recognizes that the use of drugs and alcohol in today’s society poses a very serious problem in the work place. Not only can the use and/or abuse of these substances jeopardize the health, safety and well-being of the individual user and all of our Employees, but it can also endanger the safety of the general public, cause accidents and injuries adversely affect productivity and morale and contribute to excessive absenteeism and tardiness. Since our Employees are our most valuable resource, and the safety and well being of our Employees and the general public are of major concern to us, we have developed a substance abuse policy to help with this very difficult problem.
-will be able to safely perform. He/she may be reassigned to a non-safety
-sensitive position until the results of the drug and alcohol tests are known. If
+Taney County’s Substance Abuse Policy, which includes provisions calling for the use of drug and alcohol testing under certain circumstances, has been developed to keep our workplace free from drug and alcohol-influenced Employees in a manner which respects and recognizes the dignity and privacy of all our Employees. Use of illegal drugs and consuming alcoholic beverages is strictly prohibited in the work place, which will be outlined in this policy. Taney County wants all of our Employees to know that information is available to an Employee who may have a problem with chemical dependency or alcoholism.
-it is determined that the Employee cannot return to work to a non-safety
-sensitive position and there are no other duties the Employee can perform,
+For the purpose of this policy, drugs are defined as any controlled substance which is illegal to possess, manufacture, distribute, sell, or conspire to distribute or sell by state or federal law, and prescription drugs which are not taken in conformity with the prescription or which may impair the Employee’s judgment, faculties or abilities, if the County has not received written notice of this possible effect. Alcohol is defined as, but not limited to, liquor, beer, wine, malt liquor or any other intoxicants used for beverage purposes. Taney County reserves the right to test in its sole discretion, for any drug or alcohol use.
-but the doctor approves that the Employee can go back to work during that
-time, the County has elected to pay back pay for that time, if:
+As a condition for employment with Taney County, all Employees must abide by the terms of this Policy.
-- The result of the test is negative, and
+Violations of policy will result in disciplinary action up to and including termination.
-- It is determined by the County that the Employee’s conduct is
-completely discounted as a contributing factor to the accident.
+The Benefits Coordinator and the Human Resources Director are the designated Alcohol and Drug Policy Administrators.
-- Reasonable Suspicion (Drugs and/or Alcohol):
-An Employee will be
+==== Section 13-2 General Policy ====
-tested for drugs and/or alcohol when the Employee’s actions, appearance,
-speech, odor or conduct suggest to Taney County that the Employee has
+  - No Employee shall report for work while impaired by any drug or alcohol
-engaged in the use of drugs and/or alcohol while on County property, on duty,
+  - No Employee shall manufacture any drug, or possess any quantity of drugs or alcohol, lawful or unlawful, at any worksite. Furthermore, no Employee shall sell or transfer, or attempt to sell or transfer, to any other person, any drug or alcohol at any worksite. The term “worksite” means any motor vehicle, office, building or other property owned by the County or any other location at which the Employee is to perform work including off-site County functions
-or conducting County business or while operating a vehicle or equipment
+  - Use of any illegal drug is prohibited by all Employees while on County property, on duty or conducting County business, or while operating a vehicle or equipment owned or leased by the County. Use of alcohol or being under the influence of alcohol is prohibited by all Employees while on company property or while operating a vehicle or equipment owned or leased by the County
-owned or leased by Taney County, or came to work while still under the
+  - An Employee may use, in the manner prescribed, a drug prescribed or administered by a physician, if the physician has advised the Employee that the drug will not affect the Employee’s ability to safely perform his/her duties. If using the prescription will result in the Employee’s inability to safely perform his/her duties, or result in a direct threat to others, then the Employee must immediately notify their Supervisor. Taney County will do whatever possible to accommodate an Employee in this situation, which includes having the Employee perform other duties. In some instances, the Employee may be asked to stay at home while taking the prescription
-influence. Reasonable suspicion will also be considered to exist in the case
+  - <wrap #FF0> All drug or alcohol testing will be conducted either by the contracted company or by Cox Health Occupational Medicine, depending on the type of testing needed; i.e. Pre-Employment, Random, Reasonable Suspicion, Workers’ Compensation (In certain circumstances, testing may be conducted at Cox
-of the discovery of drugs or controlled substances in an Employee’s
+ Health’s Emergency Room when the Occupational Medicine Clinic is closed)</wrap> (({{ :wiki:revision_r-13.pdf |Revised 09/13/2021 (R-13)}}))
-possession near the Employee’s work place, or unexplained or frequent
+  - All drug testing will be a 10-panel test and sent for Laboratory Testing.
-absenteeism.
+  - Drug and Alcohol testing will be conducted for all work-related injuries, accidents or illnesses. If an accident is caused involving a vehicle, the Employee(s) involved must submit to a drug and alcohol test even if there is no injury or there is little or no damage to the vehicle. The key word for Workers’ Compensation is “accident”
-Non-DOT Testing and DOT Testing will be performed for
-Reasonable Suspicion.
+**Sheriff’S Office Exclusion Of Provision**
+Sheriff’s Office Employees, in the performance of their duties with the Sheriff’s Office of Taney County, are excused from the provision of possession or drinking of any alcoholic beverage while on undercover duty for the County; or of possession, use, distribution, purchase, sale or offering for sale of narcotics or any controlled or illegal substance, on any property, including County property, the parking lot and county vehicles, at any time, including breaks or lunch while on undercover duty for the County. Notification from the Sheriff must be filed with Human Resources prior to testing.
+==== Section 13-3 Testing Circumstances ====
+  - **Post Offer Testing (Drugs only):** All new Employees, including re-hires, will be given a position contingent upon the passing of a drug test. Any person who receives a positive drug test result, which is not medically justified by a licensed doctor, will have the offer of employment retracted. Post Offer Testing includes both Non-DOT testing for new hires and DOT testing for new- hires.
+  - **Random Testing (Drugs and Alcohol):** Employees that serve in a Safety Sensitive Position; a DOT Employee; and Employees required to have a CDL License in order to drive a vehicle for work are subject to Random Testing. In addition, Employees that regularly drive a vehicle for work are subject to Random Testing. (Regularly drive a vehicle for work is the key here. Employees that only drive on occasion i.e. to a meeting, seminar, etc. are not considered Safety Sensitive.) These Employees will be subject to random testing from time to time without notice. Employees chosen for Random Testing are a result of a computer-based selection by Employee Screening. No person may control the selection for Random Testing, therefore, some Employees may be chosen more often than others.\\ \\ **__All employees who are subject to random testing must notify their supervisor before the end of the business day following the day the employee receives a citation, or arrested, for any moving violation, DWI, DUI, or drug-related offense. Failure to provide notification of citations or arrests may result in disciplinary action, up to an including termination.__** (Revised 09/24/2018)
+  - Post Accident Testing (Drugs and Alcohol). With the exception of basic first aid treatment or when an Employee causes an accident by hitting an animal with a County vehicle, any Employee that is injured while working in any capacity for Taney County or any Employee who causes an injury to another person or damage to any County Property, or becomes involved in a vehicle accident will be required to undergo a drug and alcohol test. A drug and alcohol test must be completed whether or not there is damage to the vehicle or other County Property as a result of the accident. This includes all medical treatments by a licensed physician and lost time injuries/illnesses. Testing for Post Accidents will be either Non-DOT or DOT. The County may also utilize drug and/or alcohol test results obtained from law enforcement officials from a vehicle accident. All Employees are prohibited from consuming alcohol after an accident until he/she has been tested. After giving a valid sample, a determination will be made by the Supervisor and a representative of the Human Resources Department as to whether the Employee may return to work. Part of this decision will be based upon the doctor releasing the Employee to work, and what type of duties the Employee will be able to safely perform. He/she may be reassigned to a non-safety sensitive position until the results of the drug and alcohol tests are known. If it is determined that the Employee cannot return to work to a non-safety sensitive position and there are no other duties the Employee can perform, but the doctor approves that the Employee can go back to work during that time, the County has elected to pay back pay for that time, if:
+    - The result of the test is negative, and
+    - It is determined by the County that the Employee’s conduct is completely discounted as a contributing factor to the accident.
+  - Reasonable Suspicion (Drugs and/or Alcohol): An Employee will be tested for drugs and/or alcohol when the Employee’s actions, appearance, speech, odor or conduct suggest to Taney County that the Employee has engaged in the use of drugs and/or alcohol while on County property, on duty, or conducting County business or while operating a vehicle or equipment owned or leased by Taney County, or came to work while still under the influence. Reasonable suspicion will also be considered to exist in the case of the discovery of drugs or controlled substances in an Employee’s possession near the Employee’s work place, or unexplained or frequent absenteeism. Non- DOT Testing and DOT Testing will be performed for Reasonable Suspicion.
 ==== Section 13-4. Refusal to Submit to a Drug or Alcohol Test ====
-Refusal to submit to a drug and/or alcohol test as discussed in this policy will result in
-termination of employment. (This “refusal to submit to testing” excludes Employees on
+Refusal to submit to a drug and/or alcohol test as discussed in this policy will result in termination of employment. (This “refusal to submit to testing” excludes Employees on undercover duty for the Sheriff’s Office as noted under the Sheriff’s Office Exclusion of Provision as well as the exception under Testing Circumstances #3 Post Accident Testing regarding “hitting an animal”.)
-undercover duty for the Sheriff’s Office as noted under the Sheriff’s Office Exclusion of
-Provision as well as the exception under Testing Circumstances #3 Post Accident
+**NOTE:** A “refusal to submit” means that an Employee:
-Testing regarding “hitting an animal”.)
+  - Fails to provide adequate breath for alcohol testing, without a valid medical explanation
-NOTE: A “refusal to submit” means that an Employee:
+  - Fails to provide an adequate urine sample for drug testing, without a genuine inability to provide a specimen (as determined by a medical evaluation)
-- Fails to provide adequate breath for alcohol testing, without a valid medical
+  - Engages in conduct that clearly obstructs the test process
-explanation:
+  - Simply refuses to be tested which will be considered direct insubordination
-- Fails to provide an adequate urine sample for drug testing, without a genuine
-inability to provide a specimen (as determined by a medical evaluation);
-- Engages in conduct that clearly obstructs the test process; or
-.
-Simply refuses to be tested which will be considered direct insubordination.
 ==== Section 13-5. Positive Test Results and Consequences ====
 If a positive drug and/or alcohol test is confirmed, the following action will be taken:
-- A positive test will result in disciplinary action up to and including termination.
+  - A positive test will result in disciplinary action up to and including termination.
-- If the situation is combined with Workers’ Compensation, these benefits will
+  - If the situation is combined with Workers’ Compensation, these benefits will be reduced or denied in accordance with applicable Missouri statutes. The Employee will face disciplinary action up to and including termination.\\ \\ **Drugs:** If an Employee tests positive for drugs, the County may institute any or all of the following alternatives as a matter of continued employment:
-be reduced or denied in accordance with applicable Missouri statutes. The
+    * Suspension or probation
-Employee will face disciplinary action up to and including termination.
+    * Require the Employee to enroll in a rehabilitation program at the Employee’s cost
-Drugs: If an Employee tests positive for drugs, the County may institute any or
+    * Be evaluated by a Substance Abuse Professional at the Employee’s cost
-all of the following alternatives as a matter of continued employment:
+    * Successfully complete any recommended treatment by the Substance Abuse Professional at the Employee’s cost
-•
+    * Pass a return-to-duty test at the Employee’s cost
-Suspension or probation;
+    * Termination\\ \\ **Alcohol:** If an Employee tests above .04 for alcohol, the County may require the Employee to undergo any or all of the following alternatives as a matter of continued employment:
-•
+    * Suspension or probation
-Require
+    * Require the Employee to enroll in a rehabilitation program at the Employee’s cost
-the Employee to enroll in a rehabilitation program at
+    * Be evaluated by a Substance Abuse Professional at the Employee’s cost
-the
+    * Successfully complete any recommended treatment by the Substance Abuse Professional at the Employee’s cost
-Employee’s cost;
+    * Pass a return-to-duty test at the Employee’s cost
-•
+    * Termination
-Be evaluated by a Substance Abuse Professional at the Employee’s cost;
-•
-Successfully complete any recommended treatment by the Substance
-Abuse Professional at the Employee’s cost;
-•
-Pass a return-to-duty test at the Employee’s cost; or
-* Termination.
-Alcohol: If an Employee tests above .04 for alcohol, the County may require the
-Employee to
-undergo any or all
-of the following alternatives as a matter of
-continued employment:
-•
-Suspension or probation;
-•
-Require
-the Employee to enroll in a rehabilitation program at
-the
-Employee’s cost;
-•
-Be evaluated by a Substance Abuse Professional at the Employee’s cost;
-•
-Successfully complete any recommended treatment by the Substance
-Abuse Professional at the Employee’s cost;
-•
-Pass a return-to-duty test at the Employee’s cost; or
-* Termination.
-==== Section 13-6.  ====
+==== Section 13-6 Off Site Violations and Convictions / Guilty Please ====
-Off Site Violations and Convictions / Guilty Please
-Disciplinary action may be administered to those Employees who violate this County
-policy and/or are convicted of, or plead guilty to criminal drug statute violations.
-Employees who are arrested or out on bail on their own recognizance pending trial, or
-who are convicted for drug-related offenses, raise a question as to compliance with
-County Policy. In determining what action to take, the County will consider the nature of
-the charge, the circumstances of the offense, the Employee’s record with the County,
-current job assignment, and the impact the arrest or conviction may have on
-Customers, Employees, the Public or the County’s general reputation.
-==== Section 13-7.  ====
+Disciplinary action may be administered to those Employees who violate this County policy and/or are convicted of, or plead guilty to criminal drug statute violations. Employees who are arrested or out on bail on their own recognizance pending trial, or who are convicted for drug-related offenses, raise a question as to compliance with County Policy. In determining what action to take, the County will consider the nature of the charge, the circumstances of the offense, the Employee’s record with the County, current job assignment, and the impact the arrest or conviction may have on Customers, Employees, the Public or the County’s general reputation.
-Education and Rehabilitation
-Rehabilitation will be available to any Employee who voluntarily admits to having a drug
-or alcohol problem, and requests assistance prior to the County identifying a drug or
-alcohol problem on the job. The County will not bear any of the treatment expense.
-The Employee will be placed on a medical leave of absence for the time allotted for
-rehabilitation. FMLA will be administered if eligible. Upon successful completion of a
-Rehabilitation Program, the Employee may be eligible for job reinstatement.
-==== Section 13-8. Confidentiality. ====
+==== Section 13-7 Education and Rehabilitation ====
-The Testing Laboratory and the Human Resources Department will maintain all records
-developed or acquired pursuant to this policy under strict confidentiality. The records
+Rehabilitation will be available to any Employee who voluntarily admits to having a drug or alcohol problem, and requests assistance prior to the County identifying a drug or alcohol problem on the job. The County will not bear any of the treatment expense. The Employee will be placed on a medical leave of absence for the time allotted for rehabilitation. FMLA will be administered if eligible. Upon successful completion of a Rehabilitation Program, the Employee may be eligible for job reinstatement.
-will be:
-•
+==== Section 13-8 Confidentiality. ====
-Maintained separately from other personnel records;
-•
+The Testing Laboratory and the Human Resources Department will maintain all records developed or acquired pursuant to this policy under strict confidentiality. The records will be:
-Kept in a secured location.
+  * Maintained separately from other personnel records;
-Materials shall not be released to others without the written consent of the affected
+  * Kept in a secured location.
-Employee. Exceptions to this policy will be:
-•
+Materials shall not be released to others without the written consent of the affected Employee. Exceptions to this policy will be:
-As required by federal law or regulations;
+  * As required by federal law or regulations;
-•
+  * As necessary with regard to a rehabilitation contract;
-As necessary with regard to a rehabilitation contract;
+  * In litigation, quasi-judicial and administrative proceedings related to positive test results;
-•
+  * Matters initiated by the Employee; and
-In litigation, quasi-judicial and administrative proceedings related to positive test
+  * By court order.
-results;
-•
+==== Section 13-9 Policy Acknowledgment. ====
-Matters initiated by the Employee; and
-•
-By court order.
-==== Section 13-9. Policy Acknowledgment. ====
 All Employees shall be required to confirm receipt of this policy and any revisions by
 signing and dating a Policy Acknowledgement.
-==== Section 13-10. Road and Bridge Employees. ====
+==== Section 13-10 Road and Bridge Employees. ====
-The United States Department of Transportation has established drug-testing rules for
+The United States Department of Transportation has established drug-testing rules for persons employed in positions requiring them to have and maintain a commercial driving license. Parts of this policy differ for these Employees.
-persons employed in positions requiring them to have and maintain a commercial
-driving license. Parts of this policy differ for these Employees.
+If you have a commercial driver’s license, you must notify your supervisor within 30 days of a conviction for a traffic violation, (except parking), regardless of what type of vehicle you were driving at the time of the violation. This requirement applies even if you were driving your personal vehicle.
-If you have a commercial driver’s license, you must notify your supervisor within
-days of a conviction for a traffic violation, (except parking), regardless of what
+In addition, for those employees with a commercial driver’s license, you must notify your supervisor within two (2) business days if your license is suspended, revoked, or canceled, or if you are disqualified from driving. (({{ :wiki:revision_r-8.pdf |Revised 09/24/2018 (R-8)}}))
-type of vehicle you were driving at the time of the violation. This requirement
-applies even if you were driving your personal vehicle.
+===== Section 14 Workplace Violence =====
-In addition, for those employees with a commercial driver’s license, you must
-notify your supervisor within two (2) business days if your license is suspended,
+==== Section 14-1 General Policy. ====
-revoked, or canceled, or if you are disqualified from driving. (Revised 2018-09-24)
+It is the policy of Taney County to promote a safe environment for its Employees. Violence, threats of violence, harassment, threatening behavior, or acts of violence against Employees, Visitors, Guests, or other individuals by anyone on Taney County property or while an Employee is on County business anywhere, will not be tolerated. Such behavior can include oral or written statements, gestures, intimidation, domestic violence or property damage or expressions that communicate a direct or indirect threat of physical and/or emotional harm and etc. Violations of this policy will be investigated and dealt with in an appropriate manner.
-SECTION 14. WORKPLACE VIOLENCE
+Any person who engages in violent acts on Taney County property shall be removed from the premises by the proper authorities as quickly as safety permits and shall remain off Taney County premises pending the outcome of an investigation. The response may include, but is not limited to, suspension and/or termination of any business relationship, reassignment of job duties, suspension or termination of employment, and/or criminal prosecution of the person or persons involved.
-==== Section 14-1. General Policy. ====
-It is the policy of Taney County to promote a safe environment for its Employees.
-Violence, threats of violence, harassment, threatening behavior, or acts of violence
-against Employees, Visitors, Guests, or other individuals by anyone on Taney County
-property or while an Employee is on County business anywhere, will not be tolerated.
-Such behavior can include oral or written statements, gestures, intimidation, domestic
-violence or property damage or expressions that communicate a direct or indirect threat
-of physical and/or emotional harm and etc. Violations of this policy will be investigated
-and dealt with in an appropriate manner.
-Any person who engages in violent acts on Taney County property shall be removed
-from the premises by the proper authorities as quickly as safety permits and shall
-remain off Taney County premises pending the outcome of an investigation.
-The
-response may include, but is not limited to, suspension and/or termination of any
-business relationship, reassignment of job duties, suspension or termination of
-employment, and/or criminal prosecution of the person or persons involved.
 All acts of Workplace Violence shall be reported to the Sheriff’s Office for investigation.
-==== Section 14-2. Employee Responsibility. ====
+==== Section 14-2 Employee Responsibility. ====
-All Taney County personnel are responsible for notifying their immediate Supervisor,
-Department Head, Elected Official, or a member of Human Resources of any threats
+All Taney County personnel are responsible for notifying their immediate Supervisor, Department Head, Elected Official, or a member of Human Resources of any threats which they have witnessed, received, or has been told that another person has witnessed or received. Even without an actual threat, personnel should also report any behavior they have witnessed which they reasonably regard as threatening or violent, and is connected to County employment. Employees are responsible for making this report regardless of the relationship between the individual who initiated the threat or threatening behavior. Employees failing to report such an incident will be subject to disciplinary action up to and including termination. All reports of incidents will be treated with confidentiality to the fullest extent possible of any information requested in recognition and respect of the privacy of the reporting Employee(s) and will only be released on a “need to know basis”.
-which they have witnessed, received, or has been told that another person has
-witnessed or received. Even without an actual threat, personnel should also report any
+==== Section 14-3 Reporting of Workplace Violence ====
-behavior they have witnessed which they reasonably regard as threatening or violent,
-and is connected to County employment. Employees are responsible for making this
+In all situations, if violence appears to be imminent, Employees should take the precautions necessary to assure their own safety and the safety of others. Threats or assaults that require immediate attention by the police or Sheriff should be reported by dialing 911.
-report regardless of the relationship between the individual who initiated the threat or
-threatening behavior. Employees failing to report such an incident will be subject to
+==== Section 14-4 Protective / Restraining Order ====
-disciplinary action up to and including termination. All reports of incidents will be treated
-with confidentiality to the fullest extent possible of any information requested in
-recognition and respect of the privacy of the reporting Employee(s) and will only be
-released on a “need to know basis”.
-==== Section 14-3. Reporting of Workplace Violence. ====
+All Employees who apply for or obtain a protective or restraining order which lists County locations as being protected areas must provide a copy of the petition and declarations used to seek the order, a copy of any temporary protective or restraining order which is granted, and a copy of any protective or restraining order which is made permanent to their immediate Elected Official, Department Head, Supervisor and to Human Resources.
-In all situations, if violence appears to be imminent, Employees should take the
-precautions necessary to assure their own safety and the safety of others. Threats or
-assaults that require immediate attention by the police or Sheriff should be reported by
-dialing 911.
-All Employees who apply for or obtain a protective or restraining order which lists
-County locations as being protected areas must provide a copy of the petition and
-declarations used to seek the order, a copy of any temporary protective or restraining
-order which is granted, and a copy of any protective or restraining order which is made
-permanent to their immediate Elected Official, Department Head, Supervisor and to
-Human Resources.
-The cooperation of each Taney County Employee is needed to effectively implement
-this policy and to maintain a safe working environment.
-==== Section 14-4. Protective / Restraining Order. ====
+The cooperation of each Taney County Employee is needed to effectively implement this policy and to maintain a safe working environment.