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Supervisors and managers have additional responsibility to:
<br />a) Stop verbal or physical threats and/or workplace violence.
<br />b) Listen to complaints relating to violent acts, investigate the situation, and take corrective action where appropriate.
<br />c) Share information only with staff that need to know, generally a direct supervisor and/or the Risk Services Director.
<br />Weapons Policy APPM Section 4.19 (Revised 08122102)
<br />The City of Eugene is committed to providing a safe working environment for all City of Eugene employees,
<br />volunteers and interns. In order to meet this goal, the City of Eugene prohibits employee, volunteer, and intern
<br />possession of any dangerous weapon, while on duty or at any other time while in a City owned or controlled
<br />building, job site, or vehicle. As defined in ORS 161.015, dangerous weapon means any weapon, device,
<br />instrument, material, or substance which under circumstances in which it is used, attempted to be used, or
<br />threatened to be used is readily capable of causing death or serious physical injury, unless such possession is
<br />authorized by the City in the performance of the employee's job duties. This policy takes precedence over an
<br />employee's permit to carry a concealed weapon.
<br />This policy applies to all City of Eugene employees, volunteers, and interns except those having specific statutory
<br />and agency authority to possess the above weapons in the performance of their job duties. Pepper mace is not
<br />prohibited under the policy, however, employees other than Police Services personnel are not normally authorized
<br />to use pepper mace in the performance of their job duties.
<br />Any questions about the intent or application of this policy should be directed to Human Resources. Exceptions
<br />may be made by Human Resources and the Department based on the job requirements and work environment.
<br />Employee Substance Abuse Policy APPM Section 4.9 (Revised 04126106)
<br />The City recognizes that the use of drugs and alcohol, whether on or off the job, which adversely affects job
<br />performance may constitute a serious threat to the health and safety of the public and employees and to the
<br />efficient delivery of City services. The primary goals of this policy are to achieve a work place free of the
<br />impairments of drugs and alcohol, and to be in compliance with OR -OSHA regulation 437 -001- 0760(4), which
<br />prohibits anyone whose ability to work safely has been impaired by alcohol, drugs, or medication from working in
<br />that condition.
<br />Violations of this policy do not necessarily indicate a dependency or abuse problem. Alcohol or chemical
<br />dependency, however, is a treatable illness. Employees who are concerned about their use of alcohol or drugs are
<br />urged to seek confidential assistance from the Employee Assistance Program (EAP). Continued dependency or
<br />abuse jeopardizes an employee's work record, relationships, and self - respect. Failure to seek assistance may
<br />jeopardize the safety of the public, the employee, and the employee's co- workers and may require intervention by
<br />the City.
<br />Intervention must go hand -in -hand with disciplinary measures when appropriate. Violations of this policy will be
<br />handled on a case -by -case basis, normally by the employee's supervisor, and may result in disciplinary measures
<br />up to and including discharge.
<br />This policy does not attempt to address all possible issues that may arise around the use of alcohol and drugs.
<br />Each individual employee and each supervisor is responsible for using his or her bestjudgment and acting in a
<br />reasonable and responsible manner when faced with a situation that is not explicitly covered in the policy, such as
<br />situations that may arise outside the usual work place or when an employee may be called back to work outside of
<br />their regularly scheduled hours.
<br />In addition, non - represented employees are covered by a City policy on the use of drugs and alcohol. This policy
<br />can be found in the APPM. If you are a member of a bargaining unit, you should refer to your labor contract for the
<br />specific drug and alcohol policy that applies to you beyond the provisions of the Drug Free Workplace Act and
<br />prohibited conduct in the APPM.
<br />Smoking Policy APPM Section 4.10 (Revised 09116102)
<br />This policy applies to all employees and members of the public when inside City owned or leased facilities or
<br />vehicles. For the purpose of this document, smoking instruments and devices will be defined as cigarettes, cigars,
<br />and pipes.
<br />a) The use of any lighted smoking instrument or device is strictly prohibited in indoor work areas at all facilities owned,
<br />leased and operated by the City of Eugene, including all motor vehicles and motorized equipment owned, leased and
<br />operated by the City of Eugene.
<br />b) Smoking will be allowed in designated outdoor patios, balconies, walkways and other outdoor areas as long as smoke
<br />does not infiltrate another work area.
<br />c) Individual departments may elect to prohibit oral use of tobacco products (i.e. chewing tobacco) if there is evidence
<br />that vehicle and /or facility cleanliness is being adversely effected by the use of such products.
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