Civilian Policies and Procedures
The information contained in this Personnel Policies and Procedures Manual (PPM) supersedes all previous Civilian personnel policies and administrative regulations. The PPM is not legally binding and does not create a contract of employment, either expressed or implied. Modification, suspension, interpretation or cancelation of any provisions to the Civilian PPM shall be in accordance with City Code.
Browse by Topic
- Civilian PPM: Introduction
- Civilian PPM: Employment
- Civilian PPM: Compensation and Salary
- Civilian PPM: Benefits
- Civilian PPM: Safety and Security
- Civilian PPM: Anti-Discrimination
- Civilian PPM: Standards of Conduct
- Civilian PPM: General Policies
- Civilian PPM: Vehicles and Travel
Sworn Policies and Procedures
The information contained in this Personnel Policies and Procedures Manual (PPM) supersedes all previous Sworn personnel policies and administrative regulations. The PPM is not legally binding and does not create a contract of employment, either expressed or implied. Modification, suspension, interpretation or cancelation of any provisions to the Sworn PPM shall be in accordance with City Code.
Browse by Topic
- Sworn PPM: Introduction
- Sworn PPM: Employment
- Sworn PPM: Compensation and Salary
- Sworn PPM: Benefits
- Sworn PPM: Safety and Security
- Sworn PPM: Anti-Discrimination
- Sworn PPM: Standards of Conduct
- Sworn PPM: General
- Sworn PPM: Vehicles and Travel
Drug and Alcohol Procedures Manual
Because the most important asset of the City of Colorado Springs is its employees, the City is committed to the effort of providing a safe and drug/alcohol-free working environment. The City is further committed to protecting each employee’s right of privacy. It is a joint commitment of both the City and its employees to strive for a drug/alcohol-free work environment. The purpose of the Drug/Alcohol Procedures Manual and other drug/alcohol related City policies and procedures is to enhance the safety, health, and well-being of the City’s employees and the people they serve.
It is the goal of the City of Colorado Springs that employees will take responsibility for their own behavior and voluntarily seek help through the City’s Employee Assistance Program (EAP) or other professional programs to resolve problems. However, there may be times when management recommends or requires the EAP as part of a performance improvement plan, disciplinary action, or other recommended action to meet operational needs.
Recreational and Medical Marijuana Use Policy
Applicants for employment and volunteer opportunities should be aware of the City of Colorado Springs’ current policies concerning the use of drugs or alcohol.
These policies have not been altered by Amendment 64 as it was not intended to require employers to permit marijuana use and it specifically states: “Nothing in this section is intended to require an employer to permit or accommodate the use, consumption, possession, transfer, display, transportation, sale or growing of marijuana in the workplace or to affect the ability of employers to have policies restricting the use of marijuana by employees.” Colo. Const. art. XVIII, § 16(6)(a).
This language mirrors the Colorado Constitutional provision allowing medical marijuana which states: “Nothing in this section shall require any employer to accommodate the medical use of marijuana in any work place.” Colo. Const. art. XVIII, § 14(10)(b).
Civilian Policy (Civilian PPM #39), Sworn Policy (Sworn PPM #35) and the Drug/Alcohol Procedures Manual outline the City’s policies and remain in effect. Specifically, Drug/Alcohol Procedures Manual, Section II, includes:
- An employee is prohibited from the unlawful manufacture, distribution, dispensing, possession or use of a Controlled Substance in the workplace or on City property.
- An employee who reports to work under the influence of or whose performance is Impaired through the use of alcohol or drugs is subject to corrective action in accordance with City policies and procedures, up to and including termination.
- Marijuana is a prohibited drug in Schedule I of the Controlled Substances Act and it remains a violation of City policy for any employee to use marijuana.
Marijuana, whether it is used medically or recreationally, remains a violation of the Federal Controlled Substances Act, 21 U.S.C. §§ 801 et seq.