Native Village of Barrow 

Drug and Alcohol Free Workplace Policy

 

The ultimate goal of the Native Village of Barrow is to achieve a drug and alcohol free workplace.  It has been established that drug and alcohol abuse increases absenteeism, accidents, workers’ compensation and insurance claims, and lowers employee productivity.  Drug and alcohol abuse also exposes employers to substantial additional liability for injuries to third parties by employees.  The National Institute on Drug and Abuse has also concluded that substance abuse is the most common health hazard in the American work place.  In addition, there are Federal, State and Local laws limiting or prohibiting the use or sale of drugs and alcohol.  The Native Village of Barrow does not condone the violation of any of these laws.

 

The Native Village of Barrow wishes to protect the health and welfare of its employees and the public they serve.  The Native Village of Barrow also wishes to increase employee productivity and safety, eliminate illegal drug and alcohol activity and limit its expense for workers compensation, health insurance, equipment repair and replacement, and claims made by third parties.  The Native Village of Barrow also wishes to ensure that employees suspected of substance abuse are treated fairly and that abusers are given the opportunity to receive assistance in overcoming their drug and alcohol problems.  The Native Village of Barrow urges all of its employees to actively assist the Native Village of Barrow in establishing a drug and alcohol free work place.  For these reasons, the Native Village of Barrow has adopted the following rules to handle the problem of drug and alcohol abuse by Native Village of Barrow employees.  The Native Village of Barrow has adopted a drug and alcohol testing policy, subject to the requirements of State and Federal laws. Read more here: Drug Testing Policy

 

Native Village of Barrow employees are fully entitled to the rights and protection set out in the Native Village of Barrow employee handbook and State and Federal law in any disciplinary action taken for alleged violations of the drug and alcohol policy.

 

Work Rules:

 

Employees shall not consume alcohol or non-prescription controlled substances while on duty.  No alcohol or non-prescription controlled substance shall be kept at any Native Village of Barrow job site, in any NVB vehicle or equipment, or on any employee’s person while on duty.

 

Employees shall not, while off duty, consume alcohol or drugs to the extent that the side effects of consumption will affect job performance when the employee reports for duty.

 

The smell of alcohol or intoxicants on the breath of an employee during work hours shall also be considered grounds for disciplinary action.

 

Employees taking non-prescription drugs or drugs prescribed for them by a health care provider shall advise their supervisors of any potential side effects which might affect their job performance.  (For example, any employee whose duties include driving must advise their supervisors if they are taking a drug, which may cause drowsiness.) It shall also be the duty of employees taking prescribed medication to tell their physician about the duties of their job and then ask their physician about the potential side effects of the medication prescribed.

 

Employees, who are under the influence of alcohol, controlled substances including prescription drugs or non-prescription drugs at time they are scheduled to work should request personal leave rather than report to work with impaired physical or mental abilities?

 

Employees who are on-call should not consume alcohol or drugs that could impair their physical or mental abilities should they are called on duty. 

 

An employee who is called to work and who has consumed any substance which might impair his/her physical or mental ability to perform the job shall advise the person calling that the employee’s abilities may be impaired, but need not specify the substance consumed.

 

Native Village of Barrow, through the North Slope Borough Counseling Services Evaluate/Advocacy program or other in-house programs through the Native Village of Barrow health insurance program or through such other means as special circumstances may require, will provide one course of substance abuse treatment to a full time employee without substantial cost to the employee.  If the course of treatment requires the employee to temporarily cease working, the Native Village of Barrow will (may) hold the employee’s job open for up to six weeks, at which time an extension of treatment plan can be considered if necessary.  An employee will be allowed to take leave without pay should his/her accumulated leave not be sufficient to complete a recommended course of treatment.  In order for Native Village of Barrow to hold the employee’s job open, the employee must provide proof to Native Village of Barrow that he/she is enrolled in a program and must provide weekly continuing to attend and participate in the program.

 

The violation of any of these rules shall be considered grounds for disciplinary action.  An employee who refuses treatment and whose job performance continues to be unacceptable will be subject to disciplinary action, up to and including dismissal.

 

To manufacture, purchase or sale of alcohol or drugs by an employee at Native Village of Barrow job site or while on duty shall be grounds for termination.

 

Any employee convicted of violating any criminal drug or alcohol statute shall notify his/her supervisor no more than five days after that conviction.  This rule includes conviction of the law of any state or municipality, as well as any federal law.  An employee’s failure to notify his or her supervisor after such a conviction within the five working days shall result in immediate disciplinary action.

 

For the purposes of Native Village of Barrow Tribal policy and Native Village of Barrow rules conviction of the illegal manufacture, purchase or sale of drugs or alcohol shall be considered as a conviction of a crime involving moral turpitude.

 

Adopted by Tribal Council September 18, 2000

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