Severe Weather and Other Emergency Situations During severe weather conditions (e.g., hurricanes, tornadoes, floods, heavy snow), employees are expected to use their best efforts to come to work for their scheduled shift. Non-exempt employees, who are deemed essential for the weather event and who arrive late for their scheduled shift, will be paid only for the time actually worked. Employees who have been advised by their department directors to report to work (essential personnel) who are not able to report to work due to extraordinary conditions (impassable roads, trees down, flooding, severe home damage, etc.) may use compensatory time, vacation time or time off without pay, with their supervisor’s approval. Employees who have been advised by their department directors not to report to work during regularly scheduled work hours (non-essential personnel) due to office closings, will be paid administrative leave equal to a standard workday. Any employee who is unable to get to work and who does not call in during severe weather conditions will be considered as a “no-call or no show” and subject to corrective action, up to and including termination. Please keep in mind that during emergency situations some employees may be expected to remain at work until their relief arrives or the situation has subsided and will be compensated in accordance with the Fair Labor Standards Act. Every effort will be made to provide food and sleeping accommodations during the emergency. Refer to the Inclement Weather Policy for additional details. Alcohol and Drug-Free Environment It is our objective to provide a safe and healthy workplace for all employees, to comply with federal and state health and safety regulations, and to prevent accidents. Our post-offer, pre-employment drug screening program is designed to prevent the hiring of individuals who use illicit drugs or whose excessive use of legal drugs indicates a potential for impaired or unsafe job performance. The VOP may also conduct drug screens under any of the following circumstances, subject to federal and state laws:
• • • •
Random drug testing.
Post-accident tests when driving a VOP vehicle. Post-incident tests involving injury or damage.
When there is a reasonable suspicion that an employee is unfit for duty.
• When an employee’s supervisor or another individual in a management position believes an employee has violated our policy relating to substance abuse. • When an employee returns from a leave of absence of 90 days or more. • When employees have driver’s license sanctions related to substance abuse.
The following activities are prohibited while on our premises or while engaged in VOP business:
• The manufacture, possession, use, sale, distribution, dispensation, receipt, or transportation of any drug. • The consumption of alcoholic beverages, except limited consumption at Village-sponsored events where authorized by the Village Manager.
Village of Pinehurst Employee Handbook – Updated January 2025
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