Hoffman Estates Fire Department Standard Operating Guidelines (PDF)

HOFFMAN ESTATES FIRE DEPARTMENT STANDARD OPERATING GUIDELINES SOG Category & Identification Number: EFFECTIVE DATE: ADMINISTRATIVE – 036 January 1, 2022 NIMS COMPLIANT SOG Title: Dru...

HOFFMAN ESTATES FIRE DEPARTMENT STANDARD OPERATING GUIDELINES SOG Category & Identification Number: EFFECTIVE DATE: ADMINISTRATIVE – 036 January 1, 2022 NIMS COMPLIANT SOG Title: Drug Free Workplace Revision: 1 APPROVED BY: NUMBER OF PAGES: Re-evaluation Date: Alan Wax January 1, 2024 Fire Chief 2 PURPOSE The Village of Hoffman Estates (Village) and the Hoffman Estates Fire Department (Fire Department) is committed to maintaining a work place that is free from the effects of drug and alcohol use. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner. In accordance with the federal Drug-Free Work Place Act of 1988, Fire Department employees shall not manufacture, distribute, dispense, possess or use illicit drugs, unauthorized prescription drugs, alcohol or controlled substances on the premises of any Village building or facility (unless authorized), in Village-owned vehicles, or during working hours. Likewise, employees also are prohibited from being under the influence of illegal drugs, controlled substances, unauthorized prescription drugs or alcohol on the premises of any Village building or facility (unless authorized), in Village-owned vehicles, or during working hours. Compliance with this policy is a condition of employment. Sanctions for violation of this policy extend to and include termination of employment and referral for prosecution consistent with applicable local, state and federal law. This policy does not apply to the lawful use of prescription drugs under the supervision of a licensed healthcare professional and within the limits of a valid prescription. An employee, who has been prescribed drugs, is required, however, to consult with his or her doctor or pharmacist about the prescribed medication’s effect on the employee’s ability to perform his or her job safely, and to immediately disclose to his or her supervisor any medication-related work restrictions. Employees should not, however, disclose the type of drugs they have been prescribed or the underlying medical conditions, impairments or disabilities unless specifically directed to do so by their doctors or asked to do so by the Village or Fire Department. POLICY It is the policy of the Fire Department to conduct drug/alcohol testing where it has reason to believe that an employee may be under the influence of alcohol, illegal drugs or other 1 controlled substances. Employees subject to DOT testing shall be tested in accordance with DOT regulations in addition to the testing and discipline provisions of this policy. Refusal to submit to testing will result in disciplinary action, up to and including termination of employment. Testing will follow the policy in the Collective Bargaining agreement under the Substance Abuse Policy (currently, APPENDIX F) in affect at the time of the testing. As a condition of initial or continued employment, employees shall abide by the terms of this policy and shall notify the Director of Human Resources of the Village of any criminal drug statute conviction, guilty or nolo contendere plea for a violation occurring in the work place no later than five days after such conviction or plea. Employees with questions on this policy or issues related to drug or alcohol use in the work place should raise their concerns with the Director of Human Resources without fear of reprisal. PROCEDURE EXCEPTIONS REFERENCES DEFINITIONS For purposes of this policy, the term “controlled substance” means a controlled substance listed in the Illinois Controlled Substances Act (720 ILCS 570) or Cannabis Control Act (720 ILCS 550) and substances listed in Schedules I through V of the Federal Controlled Substances Act (21 U.S.C.§ 812), as further defined by regulation at 21 CFR §§ 1308.11 through 1308.15. Among other substances, it includes such illegal drugs as marijuana, cocaine, crack, PCP, heroin, morphine and LSD, listed in Schedules I through V of Section 202 of the Controlled Substances Act (21 USC § 812). For the purpose of determining whether the employee is under the influence of alcohol, in violation of this policy, test results showing an alcohol concentration of.02 or more grams of alcohol per 100 milliliters of blood will be considered positive, and results showing an alcohol concentration of.0199 or less shall be considered negative. End of Document 2