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Alcohol/Drug-Free Workplace Administrative Policy GBEC

Alcohol/Drug-Free Workplace Administrative Policy GBEC. Updated 07/31/2012 HR. Objective of Training. Employees should be familiar with the Alcohol/Drug-Free Workplace Policy. Employees should understand: The requirements of the policy. The prevalence and dangers of alcohol and drug abuse.

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Alcohol/Drug-Free Workplace Administrative Policy GBEC

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  1. Alcohol/Drug-Free WorkplaceAdministrative Policy GBEC Updated 07/31/2012 HR

  2. Objective of Training Employees should be familiar with the Alcohol/Drug-Free Workplace Policy. Employees should understand: • The requirements of the policy. • The prevalence and dangers of alcohol and drug abuse. • The availability of drug and alcohol counseling and assistance through the district’s Employee Assistance Program. • Penalties that may be imposed upon employees for drug or alcohol use in violation of this policy.

  3. Overview of Alcohol/Drug-Free Workplace Policy The Alcohol/Drug-Free Workplace Policy accomplishes two major things: • Sends a clear message that alcohol and drug use in the workplace is prohibited. • Encourages employees who have problems with alcohol and/or other drugs to seek help.

  4. The Alcohol/Drug-Free Workplace Policy Exists to: • Send a clear message that being under the influence of or using alcohol and/or drugs in the workplace is prohibited. • Protect the health and safety of all employees. • Remind all staff members that they are continuously observed by students and they serve as models that influence the development of young people. • Remind staff that assistance is available. • Comply with the Drug-Free Workplace Act of 1988 • State the consequences for violating the policy.

  5. Prohibited Conduct Employees shall not report for duty, remain on duty during work time, be on district premises, be at other work sites where employees may be assigned, or be on duty at a district-sponsored activity while under the influence of or in possession of alcohol or a controlled substance.

  6. On Duty An employee is considered to be “on duty” for the purpose of controlled substance and alcohol testing at all times from the time when the employee begins working or is required to be ready for work through the time the employee is relieved from all responsibility for work and until the employee has left district property or the district activity.

  7. What is prohibited? The unlawful manufacture, distribution, dispensing, possession, sale, or use of alcohol or a controlled substance.

  8. Where is it prohibited? On the premises or as part of any school activity of Academy School District 20.

  9. When is it prohibited? • During work time. • When on district premises. • During district-sponsored activities on or off district property.

  10. Does it Apply to Non-Work Hours? Yes, to the extent such use impairs an employee’s ability to perform his/her job in a safe and effective manner and without endangering the health or safety of District 20 students, parents or other employees.

  11. Do I have to follow this policy? Yes, compliance is a condition of employment.

  12. What happens if I don’t follow the policy? A violation shall include appropriate disciplinary action up to and including termination.

  13. What if I truly want help and want to keep my job? The district has an Employee Assistance Program…EAP

  14. What is EAP and how do I reach them? Henderson Consulting and Employee Assistance Program (EAP) …is the district’s provider for mental health and substance abuse issues. All employees are eligible for 3 free visits, per person, per problem, per year. 719-380-1644

  15. Assistance • Difficulty performing on the job can sometimes be caused by addiction to alcohol and other drugs. • Help is available. • EAP can help employees decide what to do if they have a problem with alcohol or other drugs. • EAP can also help an employee decide what to do if someone in his/her family has a problem. • Consultations with EAP are confidential.

  16. Other Considerations… Pursuant to law, any employee who is convicted or pleads nolo contendere under any criminal drug or alcohol statute for a violation occurring in the workplace shall notify the Superintendent no later than five days after the conviction or entry of the plea.

  17. This requirement is related to the districts receiving federal funds.

  18. Reasonable Suspicion Test All employees must submit to an alcohol or controlled substance test when a district administrator has reasonable suspicion to believe that the employee has engaged in prohibited conduct.

  19. Alcohol Test • Alcohol

  20. Substances Subject to Tests • Marijuana • Cocaine • Amphetamines/Methamphetamines • Opiates • Phencyclidine (PCP or Angel Dust)

  21. Thank You! We all play a part in creating a school and work environment that supports a healthy, safe, productive, alcohol/drug-free workplace.

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