Employee Manual 2023 - Flipbook - Page 22
both federal and state law) prescribed for the employee by a physician (and taken as
prescribed). An employee whose ability to work is impaired by a drug prescribed for the
employee by a physician and used by the employee as prescribed, will not be disciplined but
will not be permitted to continue working.
3. Possession, use, distribution, purchase, sale, or offering for sale of narcotics or a controlled
or illegal substance, including marijuana, on City time (including breaks or lunches) or on
City property, including parking lots, in City vehicles, personal vehicles on City property (or
while used on City business). The Michigan Medical Marijuana Act does not regulate or
restrict an employers' drug testing policies. A positive drug test by an employee with a
Medical Marijuana Registry ID Card will be treated in the same way as for an employee
without such a card.
4. Refusing to immediately submit to testing or re-testing when asked.
5. Testing positive for alcohol or drugs (except lawfully prescribed medication), or tampering
with a test.
“Under the influence of” or “testing positive for” means: (1) as to alcohol having a blood alcohol
concentration of 0.02% or above, (2) as to drugs (excluding lawfully prescribed medications),
testing positive at any level.
When, in its discretion it is appropriate, the City may require an employee to submit to testing for
the presence of alcohol or drugs. The City may also search or conduct surveillance to ascertain
whether this policy is being violated. For example, the City may search an employee's purse, desk,
office, locker, briefcase, lunch box, car, or other personal property on the City’s premises, or may
ask an employee to empty their pockets where there is a reasonable belief that the employee has
violated the alcohol or drug rules. Thus, employees should not have an expectation of privacy with
regards to personal property brought onto City property. A refusal to submit to a search shall result
in testing and/or termination of employment.
The City is committed to a drug-free and safe workplace. It will not hire any job applicant with a
"positive" pre-employment drug test and it will discharge an employee who fails a test or refuses to
submit to a test when directed to do so.
If an employee has a substance abuse problem, they are encouraged to seek medical help before
being asked to submit to testing or inspection. Once either occurs, the policy is triggered, and its
terms will apply.
Mileage:
Should an employee have to use their personal car for City business, the City will reimburse
the employee at the rate established by the Internal Revenue Service at the time mileage is
incurred, but in no case will car fare exceed the cost of tourist air transportation. Should an
employee have to pay for parking while on City business, the City will reimburse the
employee the exact amount. Employees will report this information on petty cash forms or
expense report forms accurately to their supervisor with receipts attached, if possible. All
travel shall have the prior approval of the city manager.
City of Plymouth Employee manual - Page 22 – March 2023
