Page 30 - 2018 Summer Employee Handbook

CHARTER TOWNSHIP OF CLINTON POLICY
WORKPLACE VIOLENCE POLICY
The Charter Township of Clinton has adopted this Zero Tolerance Policy for workplace violence because it recognizes that workplace violence is a growing problem nationally that needs to be addressed by all employers. Consistent with this policy, acts or threats of physical violence, including intimidation, and/or coercion which involve or affect the Charter Township of Clinton, it’s employees, or which occur on township property will not be tolerated. The purpose of this policy is to provide a safe workplace free from aggressive, threatening or violent acts through the development and implementation of an effective program that provides a safe workplace.
I. Definition of Violence and Prohibition of Violence For the purposes of this policy, violence is defined as the deliberate and wrongful violation, damage, or abuse of other persons, self or property and includes threats of violence, acts of violence including but not limited to: verbal (such as threats, harassment, abuse, and intimidation), non-verbal (such as gestures and intimidation), physical (such as hitting, pushing, shoving, kicking, touching, and battery), and others
(such as arson, sabotage, vandalism, electronic or written threats, and stalking). It is important that all threats be taken seriously. All violence as described above is prohibited by this policy.
II. Firearms While certain employees of the Township may be required as a condition of their work assignment to possess firearms, weapons or other dangerous devices, or permitted to carry them as authorized by law, it is the Townships policy that employees are to use them only in accordance with departmental operating procedures and all applicable State, Local, and Federal laws.
III. Violations Violations of this policy by any individual on Township property, by any individual acting as a representative of the Township while not on Township property, or by any individual acting off of Township property when his/her actions affect the legitimate interests of the Township will be followed by legal action as deemed appropriate. Violation by an employee of any provision of this policy shall lead to disciplinary action up to and including termination.
IV. Complaint Procedure Each employee shall immediately report incidence of threats or acts of physical violence of which he/she is aware so that preventative or corrective action may be taken by the Township. The report should be made to the employee’s immediate supervisor, a management level supervisory employee if the immediate supervisor is not available, or the Human Resources Department. The immediate supervisor shall report all incidents to the Human Resources Director. The supervisory employee and/or the Human Resources Department shall conduct an investigation of the incident and take appropriate action with the resolution reported to the employee.
DRUG-FREE WORK PLACE POLICY
This policy is provided pursuant to the Drug-Free Work Place Act of 1988 (Pub. L. 100-690, title V, subtitle D). The Charter Township of Clinton has realized and recognizes that substance abuse is a problem. The abuse of alcohol and use of illegal drugs endangers the health and safety of the abusers and all of the others around them.
We commit the Township to a drug-free work place and our policy shall now formally state that substance abuse will not be tolerated during working hours or on the premises of the Township, including the parking lots, except for those persons who are authorized to use the same during working hours such as certain police personnel. This prohibition includes the possession, use or sale of illegal drugs or alcohol.
Drugs shall mean any controlled substance as defined by the Controlled Substances Act, 21 U.S.C. Section 812, and as further defined by regulations. The use of a drug or prescription medicine without such prescription may constitute drug abuse.
Information will be available on a confidential basis with respect to employee assistance program, upon request of any employee, in accord with the contracts executed by the Township.
As a condition of continued work in the Township, all employees shall: (1) Abide by the terms of this policy; and (2) Notify the Township of any alcohol or drug statute conviction no later than five (5) days after such conviction occurring in the work place.
SANCTIONS
If the criminal drug statute violation occurred in the employee's work place, a sanction will be imposed on the employee so convicted within thirty (30) days after receiving notice of the conviction: (a) The Township will take appropriate disciplinary action against such employee, up to and including termination; or (b) The Township will require such employee to satisfactorily participate in a drug abuse assistance or rehabilitation program, approved for such purpose by a federal, state or local health, law enforcement or other appropriate agency.
This policy supplements any department rules and regulations presently in effect and does not replace the same.
All employees of the Township will be given copies of these policies.
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