October 15, 2007
A regular meeting of the Chippewa County Board of Commissioners’ Personnel Committee was held on Monday, October 15, 2007 at the Chippewa County Courthouse in Sault Ste. Marie, Michigan. Chairman LaJoie called the meeting to order at 10:00 a.m. with a quorum present.
MEMBERS PRESENT: Earl Kay and Bernie LaJoie
MEMBERS ABSENT: Ted Postula
OTHERS PRESENT: Ron Menard, Kathy Munson, Jeannie Goeschel and Kelly Beaune, Recorder.
Additions / Deletions to the Agenda
Chairman LaJoie called for additions or deletions to the agenda.
It was moved by Commissioner Kay, seconded by Commissioner LaJoie, to approve the agenda as presented. On a voice vote, the motion was CARRIED.
No comments were offered.
Agenda Items – Article 11 – Item d
The Committee due to a recent suspension and to follow the AFSCME Article 11 Discipline, Suspension and Discharge met to allow the employee their right to provide defense against any and all charges. The employee has violated Policy 405 twice in the past four months, which included a previous two-week suspension. (See attached Policy 405)
Medical Examiner resignation
The Committee received a copy of James C. Terrian, MD’s resignation effective December 31, 2007. A contract between the LMAS District Health Department and the Chippewa County Health Department allows for termination of the services by either party with a 60-day notification. Discussion followed.
It was moved by Commissioner Kay, seconded by Commissioner LaJoie, to accept the resignation of James C. Terrian, MD from the Medical Examiner’s position. On a voice vote, the motion was CARRIED.
Committee and Chairman’s Comments
No additional comments were offered.
It was moved by Commissioner Kay, seconded by Commissioner LaJoie, to adjourn the meeting. On a voice vote, the motion was CARRIED.
Chairperson LaJoie declared the meeting adjourned at 10:15 a.m.
Kelly J. Beaune, Recorder
Bernie LaJoie, Chairperson
Policy No. 405
General Policies Drugs, Narcotics and Alcohol
County Board Approval:
Reviewed: February 20, 1997
It is the policy of Chippewa County to maintain a work place that is free from the effects of drug and alcohol abuse.
1. Employees are prohibited from the use, sale, dispensing, distribution, possession or manufacture of illegal drugs and narcotics or alcohol beverages on County premises or work sites.
2. Chippewa County will not hire, unless federal, state or local law provides otherwise, alcoholics or drug abusers whose current use of such substances prevent them from performing their jobs or who would constitute a direct threat to the property or safety of others.
3. Employees will be subject to disciplinary action, up to and including dismissal, for violations of this policy. Such violations include, but are not limited to, possessing illegal or non-prescribed drugs and narcotics or alcoholic beverages at work; being under the influence of such substances while working, using them while working; or dispensing, distributing, or illegally manufacturing or selling them on County premises and work sites.
4. Employees subject to the Drug Free Workplace Act who are convicted of any criminal drug violation occurring in the work place must report such conviction to the respective Department Head within five (5) days, and the Department Head is then to take appropriate action as required by law.
5. Employees believed to be under the influence of drugs, narcotics, or alcohol will be required to leave the premises and the Sheriff Department should be notified to arrange safe transit.
6. Employees who are experiencing work related problems resulting from drug, narcotic, or alcohol abuse or dependency may request, or be required to seek, counseling help. Required counseling is to be kept confidential and is to have no influence on performance appraisals. Job performance alone, not the fact that an employee seeks counseling, is to be the basis of all performance appraisals.
7. Any employee who is experiencing work related problems resulting from controlled substance abuse including alcohol, who request or are required to seek professional counseling, may be granted a leave of absence to undertake rehabilitation treatment. The employee will not be permitted to return to work until certification is presented to the Department Head that the employee is capable of performing his/her job. Failure to cooperate with an agreed upon treatment plan may result in discipline, up to and including termination. Participation in a treatment program does not insulate an employee from the imposition of discipline for violations of their or other County policies.
8. The County will, to the extent feasible, provide continuing education for the work force about the effects of drug and alcohol abuse.