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SUBSTANCE ABUSE POLICY Redwood City is committed to protecting the health, well being, and safety of individual employees, their co-workers, and the public at large from the hazards caused by employee misuse of drugs or alcohol. Because of the importance of this commitment and the addictive and secretive nature of substance abuse, accomplishing this goal will require the full support of all levels of management and supervision as well as that of each employee. The following policy on substance abuse applies to all persons involved in the operation of the City as well as consultants, contractors, and those under the control of contractors, and is adopted as an initial step toward reaching this goal: 1. Persons must not possess, use, fu rn ish, sell, or offer to others alcohol, illegal drugs or other controlled substances (as defined under Federal and California Law) while on the job or on City premises*. Proof that any person furnished, sold, or offered to another person illegal drugs or controlled substances while on the job or on City premises will result in termination of employment. Proof of possession or use of alcohol, illegal drugs or controlled substances while on the job or on City premises will be cause for disciplinary action up to and including termination of employment. 2. Evidence of persons who possess, use, or are involved in furnishing, selling, or offering to others illegal drugs while on the job or on City premises must be reported to the Contractor's superintendent and the Construction Manager. Any questionable substance found shall be submitted to the appropriate law enforcement agency for testing and will be subject to criminal investigation. 3. Persons who consume alcohol or engage in illegal drug activity off the job and/or off premises, where such activity impairs their work performance, cause damage to City property, or jeopardizes any person on the job, will also be subject to disciplinary action up to and including termination of employment. 4. Persons are required to perform their duties in a safe and efficient manner, and supervisors have a responsibility to assure that this is done. If a supervisor becomes aware that any person is working in an unsafe manner, the supervisor is responsible for taking those actions necessary to assure safe work conditions are maintained. 5. Persons who are using prescription drugs or other medication which may affect their ability to work safely are responsible for bringing the matter to their supervisor's attention. Supervisors should be alert to the effects of medication or illness on an employee's capabilities to perform work safely and efficiently. 6. Employees and supervisors are encouraged to seek assistance before drug or alcohol abuse affects job performance. The City has on file a list of treatment programs. However, an employee's participation in an assistance program does not relieve the employee of responsibility to meet work performance requirements. * At the discretion of the Board of Directors, this policy may be superseded for ceremonial events. REDWOOD SHORES RECYCLED WATER DISTRIBUTION SYSTEM, BID PACKAGE 9