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8 <br />drug violation occurring in the workplace. False certification or violation of this <br />certification may result in sanctions including, but not limited to, suspension of contract <br />payments, termination of this Agreement and/or debarment of contracting opportunities <br />with the State for up to three (3) years. <br /> <br />In addition to the provisions of the above paragraph, if the total amount set forth in this <br />Agreement is in excess of $25,000.00, the City certifies and agrees that it will provide a <br />drug-free workplace by: <br /> <br />A. Publishing and providing to all of its employees a statement notifying them that the <br />unlawful manufacture, distribution, dispensing, possession or use of a controlled <br />substance is prohibited in the City’s workplace, and specifying the actions that will be <br />taken against employees for violations of such prohibition; <br /> <br />B. Establishing a drug-free awareness program to inform its employees of (1) the dangers <br />of drug abuse in the workplace; (2) the City’s policy of maintaining a drug-free <br />workplace; (3) any available drug counseling, rehabilitation and employee assistance <br />programs; and (4) the penalties that may be imposed upon an employee for drug abuse <br />violations occurring in the workplace; <br /> <br />C. Notifying all employees in the statement required by subparagraph (A) above that as a <br />condition of continued employment, the employee will (1) abide by the terms of the <br />statement; and (2) notify the City of any criminal drug statute conviction for a violation <br />occurring in the workplace no later than five (5) days after such conviction; <br /> <br />D. Notifying the State in writing within ten (10) days after receiving notice from an <br />employee under subdivision (C)(2) above, or otherwise receiving actual notice of such <br />conviction; <br /> <br />E. Within thirty (30) days after receiving notice under subdivision (C)(2) above of a <br />conviction, imposing the following sanctions or remedial measures on any employee <br />who is convicted of drug abuse violations occurring in the workplace: (1) taking <br />appropriate personnel action against the employee, up to and including termination; or <br />(2) requiring such employee to satisfactorily participate in a drug abuse assistance or <br />rehabilitation program approved for such purposes by a federal, state or local health, <br />law enforcement, or other appropriate agency; and <br /> <br />F. Making a good faith effort to maintain a drug-free workplace through the <br />implementation of subparagraphs (A) through (E) above. <br /> <br />2.16. Employment Eligibility Verification. As required by IC §22-5-1.7, the City swears or <br />affirms under the penalties of perjury that the City does not knowingly employ an <br />unauthorized alien. The City further agrees that: <br /> <br />A. The City shall enroll in and verify the work eligibility status of all its newly hired <br />employees through the E-Verify program as defined in IC §22-5-1.7-3. The City is not