DRUG-FREE WORKPLACE and DRUG-FREE SCHOOLS

Compliance with the Drug-Free Workplace and Schools Act

As a recipient of federal aid and federal grants, the University must certify under the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act of 1989 that it will take certain steps to provide a drug-free workplace. Unlawfully possessing, being under the influence of, using, distributing, dispensing, or manufacturing alcohol or illegal or controlled substances is prohibited on University property, in University vehicles, while conducting University business, or as a part of University activities. Any employee who is convicted for a drug statute violation occurring in the workplace must notify his or her supervisor within five days of the conviction. The University will take appropriate action against an employee who violates any part of this workplace rule, up to and including termination and referral for prosecution, in the best interest of the University, and in accordance with the Drug-Free Workplace Act. Employees not terminated may be required to satisfactorily participate in an approved drug abuse assistance or rehabilitation program. 

In accordance with the Drug-Free Schools and Communities Act of 1989, the University will distribute to employees annually, information on applicable legal sanctions and health risks associated with the unlawful possession or distribution of alcohol or illegal drugs, and a description of drug and alcohol treatment programs available to members of the University community. 

Separate from the legal requirements, the University is concerned with the health and well being of members of the University community. Employees may contact the Director of Human Resources, in confidence, for referrals or information regarding available and appropriate substance counseling, treatment or rehabilitation programs. The University group health plan offers comprehensive coverage for substance abuse treatment and patients may make direct contact with the insurer with no physician or employer referral required.

In furtherance of its commitment to a safe workplace and safe learning environment, with a workforce free of alcohol or drugs that may impair judgment and job performance and result in injury to self or others, the University reserves the right to require testing of employees for alcohol (including medications containing alcohol) or illegal or controlled substances, on the basis of reasonable suspicion.