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I. Policy

It is the policy of Linn County to provide and maintain a drug-free workplace forall County employees. This policy is in compliance with the Drug-FreeWorkplace Act of 1988 (Public Law 100-690 Title V Subtitle D).

II. Scope

This policy is applicable to all County employees, including elected officials andtheir deputies and the Conservation and Public Health Departments. Additionalrequirements apply to those employees who are covered by Department ofTransportation (DOT) alcohol and drug testing rules. These include employeesthat utilize a commercial drivers license in the course of their duties and those

LIFTS employees who are covered under Federal Transit Administration (FTA)requirements. Refer to applicable DOT and FTA alcohol and drug testingpolicies available on the Linn County Intranet.

III. Exceptions

None.

IV. Purpose

The purpose of this policy is to comply with the Drug-Free Workplace Act of1988.

A. Specific Policy Provisions as related to the Drug-Free Workplace Actof 1988

1. The County recognizes the following:

a. County employees are a valuable resource to the citizensthey serve and to Linn County as an employer.

Distribution: Elected Officials, DepartmentHeads, County Employee Handbook, Intranet

BOARD OF SUPERVISORSCounty of Linn, Iowa

Revision No:

2

Reference: BOS Minutes: 09/25/200207/25/1998

Initially Adopted: 01/10/1990

Directive Number:

Approval Date:

09/10/2003

Effective Date:

09/10/2003

Policy Section & Number:

PM-006

Drug-Free Workplace Policy

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b. The use of illegal drugs or abuse of controlled substances oralcohol in the workplace is detrimental to County employees.

c. Employees have a right to work in a drug-free environmentand to work with persons free from the affects of drugs andalcohol.

d. Drug and alcohol abuse in the workplace interferes with andreduces the operational efficiency of County government andundermines the public's trust in its functions.

2. Employees are expected and required to report to work on time andin appropriate mental and physical condition for work. It is LinnCounty's intent and obligation to provide a drug-free and alcoholfree work environment.

3. The unlawful manufacture, distribution, dispensation, possession,or use of a controlled substance on the employer's premises or

while in a County vehicle, vessel, aircraft, or while conducting theemployer's business is prohibited. Violations of this policy willresult in disciplinary action, up to and including termination, andmay have legal consequences.

4. The County recognizes drug and alcohol dependency as illnessesand a major health problem. The County also recognizes drug andalcohol abuse as a potential health, safety and security problem.Employees needing help with such problems are encouraged touse the Mercy Employee Assistance Program (EAP) located at701 Tenth Street SE in Cedar Rapids, Iowa. The telephone

number is (319) 398-6694.

5. In order to comply with the Drug-Free Workplace Act of 1988,employees of a grantee directly engaged in the performance ofwork pursuant to the provisions of the grant are required to reportany conviction under a criminal drug statute for violations occurringon the employer's premises or off the employer's premises whileconducting County business. A report of a conviction must bemade to the employee's supervisor and to the Risk ManagementDepartment or the Employment Relations Office within five (5) daysafter the conviction. This section is expanded to require allemployees directly engaged in the performance of work on or offthe Countys premises to report a conviction to the Risk Manager orEmployment Relations Director under a criminal drug statutepursuant to this section.

6. Compliance with the terms and reporting requirements of this policyis required as a condition of employment for all employees.

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V. Disciplinary Action

A. Any violation of this policy may result in disciplinary action up to andincluding discharge from employment.

B. All employees are required to sign the Acknowledgmentof theDrug-Free Workplace Policy.