The Eastport Fire District recognizes drug and alcohol abuse as a modern-day problem affecting all professions. The Fire District also recognizes that many contributing factors cause certain individuals to use illegal drugs, abuse alcohol or abuse prescription drugs. Fire fighting and emergency medical service professions are not immune from these problems. Fire District employees and department members having such a problem are encouraged to seek diagnosis and follow through the treatment that may be prescribed by a qualified professional to address the problem as early as possible.
The Eastport Fire District has the responsibility to provide the highest quality service to its taxpayers and the responsibility to ensure the safety of district employees and the general public it serves. Any impairment of an employee’s or members physical condition, because of substance abuse, may affect the district’s ability to meet these responsibilities.
The following is the substance abuse policy of the Fire District covering all employees of the Eastport Fire District as well as members of the Eastport Fire Department.
All employees and members are advised that violations of this substance abuse policy may result in disciplinary action that may include suspension, expulsion or termination from the Eastport Fire District or membership in the Eastport Fire Department.
Copies of this policy shall be made available to all current Fire District employees and Fire Department members, and all employees and members shall sign acknowledgements that they have received the policy.
Substance Abuse Policy
The use, sale, transfer, possession, distribution or manufacture of drugs or any controlled substances, drug paraphernalia, or any combination thereof, or the misuse of prescription medication, on any premises of the Eastport Fire District or work sites including, but not limited to, district owned vehicles and any private vehicles parked on district premises or work sites by employees of the Fire District or members of the Fire Department is strictly prohibited.
Any member or employee who uses, sells, transfers, possesses, distributes or manufactures drugs or controlled substances on any premises or work sites of the district; or any employee or member found to be working with his/her ability impaired due to the use of alcohol, drugs, controlled substances, or misuse or prescription medications, will be subject to appropriate disciplinary action. Disciplinary action may include, but is not limited to, loss of wages, suspension with or without pay, suspension and/or expulsion from the department, and/or termination from employment of the district. The district may also pursue any and all additional legal remedies at its disposal.
Reasonable Suspicion Testing
A employee of the Eastport Fire District and any member of the Eastport Fire Department shall submit to a drug screen test when at least two supervisors state they have reasonable suspicion to believe alcohol, drugs and/or controlled substances are affecting the employee’s or members behavior and/or performance. Should both supervisors have reasonable suspicion that an employee’s or member’s behavior and/or performance is affected by alcohol, drugs, or controlled substances, either supervisor shall order the employee or member to submit to a drug and/or alcohol test.
Reasonable suspicion to believe the alcohol, drugs, or controlled substances are affecting the employee’s or member’s behavior and/or performance, shall be the only basis upon which testing may be initiated, and in all cases, justification of this reasonable suspicion shall be examined and approved by the Chief, or his designee or supervisor prior to requesting an alcohol or controlled substance test. The employee’s or member’s supervisor and another individual in the chain of command higher than the employee or member must personally observe abnormal behavior by the employee or member and/or an abnormality in the employee’s or member’s appearance, behavior, speech, or breath odor (among other things) before the employee or member is ordered to submit to a drug and/or alcohol test.
When the Chief, or his designee or supervisor determines that reasonable suspicion exists, and this reasonable suspicion is collaborated by a second supervisor, the employee or member must submit to a drug and/or alcohol test. The employee must submit a sample at the required time and place, must cooperate with the collection of the sample, and must cooperate in the administration of the test and/or sign any document required for testing. Failure by the employee or member to cooperate in the administration of the testing shall be considered insubordination and may result in disciplinary action.
An employee or member, during the period of testing or until the test results have been analyzed, and reviewed by the district, shall be transported to and from the collection site, and home, if required.
In case of a positive test result, the employee or member may elect to have the same sample tested by the state-approved laboratory of his/her choice, at his/her expense within three (3) business days of notification of the initial positive test result.
I acknowledge receipt of and have read the Eastport Fire District “Substance Abuse Policy.” Dated, December 20th, 2010
