"Acknowledgment of Receipt - Drug-Free Workplace Policy/ Statement" - Florida

Acknowledgment of Receipt - Drug-Free Workplace Policy/ Statement is a legal document that was released by the Florida Department of Juvenile Justice - a government authority operating within Florida.

Form Details:

  • Released on December 1, 2017;
  • The latest edition currently provided by the Florida Department of Juvenile Justice;
  • Ready to use and print;
  • Easy to customize;
  • Compatible with most PDF-viewing applications;
  • Fill out the form in our online filing application.

Download a fillable version of the form by clicking the link below or browse more documents and templates provided by the Florida Department of Juvenile Justice.

ADVERTISEMENT
ADVERTISEMENT

Download "Acknowledgment of Receipt - Drug-Free Workplace Policy/ Statement" - Florida

134 times
Rate (4.8 / 5) 8 votes
FDJJ 4.07
Attachment B
12/2017
DEPARTMENT OF JUVENILE JUSTICE
DRUG-FREE WORKPLACE POLICY/ STATEMENT
ACKNOWLEDGMENT OF RECEIPT
It is the policy of this department to ensure a Drug – Free Workplace. Department employees are required
to refrain from the illegal use of drugs and from being under the influence of such drugs while at the
workplace. All employees have the responsibility to understand that the unlawful manufacture,
distribution, dispensing or possession of any illegal drugs is prohibited in the workplace. Employees or
applicants who unlawfully use drugs or who are under the influence of illegal drugs while in the workplace
are deemed not suitable for state employment. Except for employees in special risk positions, the
department will not discharge, discipline or discriminate against an employee on the sole basis of the
employee’s first positive confirmed drug test. Employees who have drug problems are encouraged to
seek help through the department’s employee assistance program.
The term ”drug” includes, but is not limited to: alcohol (including distilled spirits, wine, malt beverages
and intoxicating liquors), amphetamines, cannabinoids, cocaine, phencyclidine (PCP), hallucinogens,
methaqualone, opiates, barbiturates, benzodiazepines, synthetic narcotics, designer drugs, or a
metabolite of any of the above substances.
It is the responsibility of each employee to notify their supervisor of any criminal drug arrest and/or
conviction (including a plea of nolo contendere) no later than twenty-four (24) hours after such arrest or
conviction.
Any employee who unlawfully manufactures, distributes, dispenses or possesses illegal drugs in the
workplace will be subject to disciplinary action up to and including dismissal.
This is to acknowledge that I understand it is my responsibility to read and adhere to the FDJJ Drug – Free
Workplace Policy. If I need assistance on how to access DJJ policies and procedures or have any questions,
I am to contact my Supervisor. I also understand that the names, addresses and telephone numbers of
employee assistance programs and local alcohol and drug rehabilitation programs are available to me by
contacting the Bureau of Human Resources.
My compliance with the DJJ Drug-Free Workplace Policy and Statement is a condition of employment. I
also understand that this signed receipt will become a permanent part of my official personnel file.
_________________
Signature*
People First ID
__________________________________________________
Print Name
* Acknowledging receipt of this document in the department’s electronic acceptance system substitutes as your
signature. Provision within the Florida’s Electronic Signature Act of 1996 and the Uniform Electronic Transaction
Act, both provide that digital signatures or attestations may be substituted for the signature, unless otherwise
provided by law (see section 668.004, F.S. and subsection 668.50(7), F.S.).
Please print for your records.
FDJJ 4.07
Attachment B
12/2017
DEPARTMENT OF JUVENILE JUSTICE
DRUG-FREE WORKPLACE POLICY/ STATEMENT
ACKNOWLEDGMENT OF RECEIPT
It is the policy of this department to ensure a Drug – Free Workplace. Department employees are required
to refrain from the illegal use of drugs and from being under the influence of such drugs while at the
workplace. All employees have the responsibility to understand that the unlawful manufacture,
distribution, dispensing or possession of any illegal drugs is prohibited in the workplace. Employees or
applicants who unlawfully use drugs or who are under the influence of illegal drugs while in the workplace
are deemed not suitable for state employment. Except for employees in special risk positions, the
department will not discharge, discipline or discriminate against an employee on the sole basis of the
employee’s first positive confirmed drug test. Employees who have drug problems are encouraged to
seek help through the department’s employee assistance program.
The term ”drug” includes, but is not limited to: alcohol (including distilled spirits, wine, malt beverages
and intoxicating liquors), amphetamines, cannabinoids, cocaine, phencyclidine (PCP), hallucinogens,
methaqualone, opiates, barbiturates, benzodiazepines, synthetic narcotics, designer drugs, or a
metabolite of any of the above substances.
It is the responsibility of each employee to notify their supervisor of any criminal drug arrest and/or
conviction (including a plea of nolo contendere) no later than twenty-four (24) hours after such arrest or
conviction.
Any employee who unlawfully manufactures, distributes, dispenses or possesses illegal drugs in the
workplace will be subject to disciplinary action up to and including dismissal.
This is to acknowledge that I understand it is my responsibility to read and adhere to the FDJJ Drug – Free
Workplace Policy. If I need assistance on how to access DJJ policies and procedures or have any questions,
I am to contact my Supervisor. I also understand that the names, addresses and telephone numbers of
employee assistance programs and local alcohol and drug rehabilitation programs are available to me by
contacting the Bureau of Human Resources.
My compliance with the DJJ Drug-Free Workplace Policy and Statement is a condition of employment. I
also understand that this signed receipt will become a permanent part of my official personnel file.
_________________
Signature*
People First ID
__________________________________________________
Print Name
* Acknowledging receipt of this document in the department’s electronic acceptance system substitutes as your
signature. Provision within the Florida’s Electronic Signature Act of 1996 and the Uniform Electronic Transaction
Act, both provide that digital signatures or attestations may be substituted for the signature, unless otherwise
provided by law (see section 668.004, F.S. and subsection 668.50(7), F.S.).
Please print for your records.