Section 1: Purpose and Goal
Northland Pioneer College is committed to protecting the safety, health and well being of all employees and other individuals in our workplace. We recognize that alcohol abuse and drug use pose a significant threat to our goals. We have established a drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug-free environment.
Northland Pioneer College encourages employees to voluntarily seek help with drug and alcohol problems.
The purpose of this policy is to ensure that no employee under any circumstances comes to work under the influence of drugs or alcohol and to ensure all employees abide by the laws pertaining to alcohol and drug use while at work. No person may consume or be under the influence of drugs or alcohol while attending classes, at any official meetings, or while fulfilling employment responsibilities. Employees must conduct themselves in a responsible and professional manner at all times.
Covered Workers
Any individual who conducts business for the college, is applying for a position or is conducting business on the college's property is covered by our drug-free workplace policy. Our policy includes, but is not limited to the President, executive staff, managers, supervisors, full-time employees, part-time employees, off-site employees, contractors, volunteers, interns, and applicants.
Applicability
Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for the college. Therefore, this policy applies during all working hours, whenever conducting business or representing the college, while on call, paid standby, while on college property, at college-sponsored events, and while attending classes and field trips. Exceptions to this policy for special events may be granted with prior permission.
Prohibited Behavior
The college strictly prohibits the unlawful manufacture, distribution, dispensing, possession or use of controlled substances and alcohol on college premises or while participating in any college activity. Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or according to a physician's prescription. Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of his/her job. If the use of a medication could compromise the safety of the employee, fellow employees or the public, it is the employee's responsibility to use appropriate human resource procedures (e.g., call in sick, use leave, request change of duty, notify supervisor, notify Human Resources Department) to avoid unsafe workplace practices.
The illegal or unauthorized use of prescription drugs is prohibited. It is a violation of our drug-free workplace policy to intentionally misuse and/or abuse prescription medications. Appropriate disciplinary action will be taken if job performance deterioration and/or other accidents occur.
Notification of Convictions
Any employee who is convicted of a criminal drug or alcohol violation must notify the college in writing within five calendar days of the conviction. The college will take appropriate action within 30 days of notification. Local, state, and federal contracting agencies will be notified when appropriate.
Searches
Entering the college's property constitutes consent to searches and inspections. If an individual is suspected of violating the drug-free workplace policy, he or she may be asked to submit to a search or inspection at any time. Searches can be conducted of college property.
Drug Testing
To ensure the accuracy and fairness of our testing program, all testing will be conducted according to Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines where applicable and will include a comprehensive screening test; a confirmation test; the opportunity for a split sample; review by a Medical Review Officer, including the opportunity for employees who test positive to provide a legitimate medical explanation, such as a physician's prescription, for the positive result; and a documented chain of custody.
All drug-testing information will be maintained in separate confidential records.
Each employee, as a condition of employment, will be required to participate in post-accident or reasonable suspicion testing upon selection or request of management. Pre-employment testing may be required for employees in safety-sensitive areas related to certification or agency requirements.
Prescreening testing may include but is not limited to such substances as amphetamines, cocaine, opiates, alcohol, and barbiturates. Testing for the presence of alcohol may be conducted by breath or blood analysis. Testing for the presence of the metabolites of drugs may be conducted by the urinalysis. Post-accident and reasonable suspicion testing will include a comprehensive analysis.
Any employee who tests positive will be immediately removed from duty, referred to a substance abuse professional for assessment and recommendations, required to successfully complete recommended rehabilitation including continuing care. The employee will be required to pass a fitness-for-duty examination and sign a Return-to-Work Agreement. Upon learning of allegations of non-compliance that may constitute cause, the President may initiate Due Process Procedure 2755.
An employee will be subject to the same consequences of a positive test if he/she refuses the screening or the test, adulterates or dilutes the specimen, substitutes the specimen with that from another person or sends an imposter, will not sign the required forms or refuses to cooperate in the testing process in such a way that prevents completion of the test.
Consequences
One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious.
In the case of applicants, if he or she violates the drug-free workplace policy, the offer of employment can be withdrawn. The applicant may reapply after one year and must successfully pass a pre-employment drug test if they are applying for a safety sensitive position.
If an employee violates the policy, he or she may be subject to disciplinary action and may be required to enter rehabilitation. Nothing in this policy prohibits the employee from being disciplined or discharged for other violations and/or performance problems.
Return-to-Work Agreements
Following a violation of the drug-free workplace policy, an employee may be offered an opportunity to participate in rehabilitation. In such cases, the employee must sign and abide by the terms set forth in a Return-to-Work Agreement as a condition of continued employment.
Assistance
Northland Pioneer College recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees, our drug-free workplace policy:
- Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.
- Encourages employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help.
- Ensures the availability of a current list of community professionals.
- Offers all employees and their family members assistance with alcohol and drug problems through the Employee Assistance Program (EAP).
- Allows the use of accrued paid leave while seeking treatment for alcohol and other drug problems.
Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee.
Confidentiality
All information received by the college through the drug-free workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies.
Shared Responsibility
A safe and productive drug-free workplace is achieved through cooperation and shared responsibility. Both employees and supervisors have important roles to play.
All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on- or off-duty use of alcohol or other drugs.
In addition, employees and supervisors are encouraged to:
- Be concerned about working in a safe environment.
- Support fellow workers in seeking help.
- Use the Employee Assistance Program.
- Report dangerous behavior to their supervisor.
Communication
Communicating our drug-free workplace policy to both supervisors and employees is critical to our success. To ensure all employees are aware of their role in supporting our drug-free workplace program:
- All employees have access to the policy.
- The policy will be reviewed in orientation sessions with new employees
/s/ Dr. Jeanne Swarthout, President
