Drug-Free Workplace Policy

Drug-Free Workplace Policy

Drug-Free Workplace Policy

Purpose and Goal
DORAL SOCCER CLUB is committed to protecting the safety, health and well being of all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals. We have established a drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug- free environment.

Prohibited Behavior
It is a violation of our drug-free workplace policy to use, possess, sell, trade, and/or offer for sale alcohol, illegal drugs or intoxicants.
• Specifically, the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in the workplace.

Consequences
One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious.
If an employee violates the policy, he or she will be subject to progressive disciplinary action and may be required to enter rehabilitation. An employee required to enter rehabilitation who fails to successfully complete it and/or repeatedly violates the policy will be terminated from employment. Nothing in this policy prohibits the employee from being disciplined or discharged for other violations and/or performance problems.

Covered Workers
Any individual who conducts business for DORAL SOCCER CLUB, or is applying for a position to conduct business for DORAL SOCCER CLUB, is covered by our drug-free workplace policy.

Applicability
Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for DORAL SOCCER CLUB. As a condition of working on the City of Doral Youth Soccer Program Management, the employee will abide by the terms of this Drug-Free Workplace Policy.

Notification of Convictions
As a condition of working on the City of Doral Youth Soccer Program Management, any employee who is convicted of (or enters a plea of guilty or nolo contendere to) any violation of Chapter 893, Florida Statutes, or of any controlled substance law of the United States or any state, for a violation occurring in the workplace must notify DORAL SOCCER CLUB in writing no later than five (5) days after such conviction.

Consequences
One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious.
If an employee violates the policy or is convicted, he or she will be subject to progressive disciplinary action and may be required to enter rehabilitation. An employee required to enter rehabilitation who fails to successfully complete it and/or repeatedly violates the policy will be terminated from employment. Nothing in this policy prohibits the employee from being disciplined or discharged for other violations and/or performance problems.

Assistance
DORAL SOCCER CLUB recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees, our drug- free workplace policy:

• Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.
• Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help.

Shared Responsibility
A safe and productive drug-free workplace is achieved through cooperation and shared responsibility. Both employees and management have important roles to play. All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on- or off-duty use of alcohol or other drugs.
In addition, employees are encouraged to:

• Report dangerous behavior to their supervisor.
It is the supervisor’s responsibility to:

• Inform employees of the drug-free workplace policy.

Communication
Communicating our drug-free workplace policy to both supervisors and employees is critical to our success. To ensure all employees are aware of their role in supporting our drug-free workplace program:
• All employees will receive a written copy of the policy.