HR-508 Drug/Alcohol Abuse in the Workplace

Summary

Federal law requires that the University have a policy on drug and alcohol abuse in the workplace which meets certain statutory requirements. The federal law also mandates that the University have a drug and alcohol-free awareness program. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited on all University-owned or controlled property and at University sponsored or supervised activities. The unlawful possession, use and/or distribution of alcohol is also prohibited on all University-owned or controlled property and at University sponsored or supervised activities. Violations of this policy may result in discharge or other discipline in accordance with University policies and procedures covering the conduct of faculty, staff and students. The University has an obligation to provide a healthy and safe environment for all students, employees and visitors to its campuses.

HR Policy Provisions

1. Resources
   The University offers resources to employees and students:
   1. education and information about the dangers of drug and alcohol abuse in the workplace;
   2. programs which address unlawful controlled substance and alcohol use, including personnel actions that may result from such violations; and
   3. self-referrals and supervisory referrals to drug and alcohol counseling and rehabilitation programs available through the University's Employee Assistance Program and/or community agencies.
      • Such referrals will respect individual confidentiality.
2. Employee’s Obligations
   Each employee engaged in the performance of work supported by a federal grant or contract, as a condition of employment, must abide by the terms of the policy and must notify the University of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) days after such conviction.
3. University Obligations
   The University must notify the contracting agency within ten (10) days after receiving notice from the employee or otherwise receiving actual notice of an employee’s conviction.

See Also

Office of General Council Medical Marijuana FAQ

Date Created: 09/26/1997
Updated: 07/21/1998; 10/29/2020