These procedures implement the Policy of the Metropolitan Library Commission providing guidelines for consistent handling of alcohol and drug usage situations.

Procedure

1. Alcohol and Drug Use and Job Performance
   ​A supervisor who detects deteriorating job performance is expected to document it regardless of the cause of the deterioration and to discuss job performance with the employee.
   
   1. At no time will the supervisor accuse the employee of drug or alcohol abuse but will insist that job performance be brought to a satisfactory level and maintained.
   2. If the employee voluntarily admits that drug or alcohol use is causing the poor performance, the supervisor will advise the employee to use one or more of the various benefits or leave programs available to eligible employees for treatment and the availability of the Employee Assistance Program.
   3. As in other cases involving poor performance, the supervisor will inform the employee that failure to bring performance up to satisfactory standards within a reasonable stated time will lead to disciplinary action.
2. Legal Drugs
   
   1. If physician-directed use of drugs adversely affects the ability of an employee to perform job duties in a safe and/or effective manner, the supervisor should direct the employee to take sick leave and remain off or leave work until his/her ability to perform has reached an acceptable standard. Supervisors should also consult with Human Resources to determine if a reasonable accommodation under the Americans with Disabilities Act is required.
   2. If the odor of alcohol is present on an employee to the extent that it could be considered offensive, regardless of the employee's ability to perform job duties in a safe and/or effective manner, the supervisor should relieve the employee of duties. The supervisor should direct the employee to take annual leave or floating holiday and remain off work until his/her presence is not offensive. Repeated similar behavior may result in further disciplinary action.
3. Illegal Drugs
   
   1. If an employee is observed by a supervisor on Metropolitan Library System (Library) premises or while elsewhere on Library business participating in the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance, the supervisor should immediately report the circumstances to his/her director level administrator.
   2. Any employee found to be engaged on Library premises or elsewhere while on Library business in illegal drug activities is subject to disciplinary action up to and including termination of employment. Any such disciplinary action will be in accordance with the Due Process Policy and Grievance Policy.
4. Medical Marijuana (for employees with a valid medical marijuana license)
   
   1. If an employee is observed by a supervisor on Library premises or while elsewhere on Library business using or possessing medical marijuana, the supervisor should immediately report the circumstances to his/her direct supervisor and Human Resources.
   2. An employee found to be using or possessing medical marijuana on Library premises or elsewhere while on Library business is subject to disciplinary action, up to and including termination of employment. Any such disciplinary action will be in accordance with the Due Process Policy and Grievance Policy.