Page 40 - Operations & Procedures Manuals

duties. A doctor’s medical marijuana authorization paperwork must be on file with the Human Resources Department. If the employee has been found to be under the influence or tests positive for marijuana and required doctor documentation is not on file, this may be considered grounds for immediate termination for cause.
• Employees taking a legal drug which potentially affects job safety or performance is responsible for notifying their supervisor and/or Club leadership. If the organization and the employee's physician have determined that the substance does not adversely affect the employee's ability to safely and efficiently perform the employee's job duties or determined that a reasonable accommodation can be made, the employee may commence work. An employee may not be permitted to perform his or her job duties unless such a determination or reasonable accommodation is made.
• Employees must notify their supervisor and/or Club leadership, within five (5) days, of any criminal drug statute violation.
• Employment with the organization is conditioned upon full compliance with the foregoing drug and alcohol free workplace policy. Any violation of this policy may result in disciplinary action, up to and including discharge.
Boys & Girls Club of Greater Scottsdale further reserves the right to take any and all appropriate and lawful actions necessary to enforce this drug and alcohol-free workplace policy including, but not limited to, the inspection of organization issued lockers, desks or other suspected areas of concealment, as well as an employee's personal property when the organization has reasonable suspicion to believe that the employee has violated this drug and alcohol-free workplace policy. Reasonable suspicion can include, but is not limited to:
• Erratic behavior
• Sloppy or sickly appearance
• Unresponsiveness when addressed
• Disjointed speech
• Significant decline in work performance.
Boys & Girls Clubs of Greater Scottsdale reserves the right to require an employee drug screening without notice.
Policy No. 204 – Staff Hiring Process (FTE/PTE)
To ensure Boys & Girls Clubs of Greater Scottsdale maintains a world-class staffing team, each employee participates in a thorough screening process. This includes multiple steps from position requisition, sourcing, applications, interviews, selection, and hiring. All steps must be completed in order to increase the likelihood of best fit for the new employee and the Club, as well as, safety measures followed. All interview documents for every candidate must be forwarded to Human Resources.
Policy No. 205 – Background Check
Boys & Girls Clubs of Greater Scottsdale (BGCS) is committed to the safety of all persons who are associated with BGCS including members, staff, volunteers and guests. BGCS conducts criminal
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