Contact:
Human Resources
Office: (417) 873-7434
Fax: (417) 873-6987
hr@drury.edu

Staff Policy Handbook

Part VII: Employment Policies


704 - Substance Abuse Policy


Statement of Purpose:

The University has a vital interest in ensuring a safe, healthy and productive working environment for our faculty, our staff, and our students. The illegal or improper use of controlled substances or alcohol in the workplace imperils the health, safety, and well-being of the university community and threatens our mission. We are therefore committed to maintaining a safe and healthy work environment free from the influence of alcohol or illegal drugs. For these reasons, we have established as a condition of employment, and continued employment with the University the following Substance Abuse Policy.

Authorized Use of Prescribed Medication:

Employees undergoing prescribed medical treatment with any drug that may alter their behavior or physical or mental ability must report this treatment to their supervisor in order to determine whether the University should temporarily change the employee's job assignment during the period of treatment. Employees must keep all prescribed medication in its original container, which identifies the drug, date of prescription, and the prescribing doctor.

Prohibitions:

University policy prohibits the following:

Use, possession, manufacture, distribution, or sale of controlled substances, illegal drugs or drug paraphernalia while on University property or University business, in University-supplied vehicles, or during working hours;

Use, possession, distribution, or sale of alcohol while on University property or University business, in University -supplied vehicles, or during working hours, except for authorized use of alcohol at University sponsored functions or activities;

Reporting to work or working, operating a University vehicle, or appearing on University property while using illegal drugs, alcohol (except during University sponsored functions or activities), or controlled substances; except when the use of a controlled substance is pursuant to a doctor's written orders and the doctor has advised in writing, that the substance does not adversely affect your ability to safely perform your duties;

Obtaining a positive test result for drugs or alcohol;

Refusal to submit to testing or to submit a sample for testing when requested to do so by your supervisor;

Failing to report to your supervisor or the Human Resources Department the use of a prescribed drug that may alter your behavior or physical or mental ability.

Violation of these prohibitions may result in severe disciplinary action, up to, and including discharge for a first offense at the University's sole discretion. In addition to any disciplinary action for a positive test for alcohol or drugs, the University may, in its sole discretion, refer an employee to a treatment program for alcohol or drug abuse. Employees so referred as a result of a positive test for alcohol or drugs must immediately cease any alcohol or drug abuse, must sign and comply with a rehabilitation agreement, and must comply with all other conditions of the treatment and counseling program recommended by the treatment program. Participation in such a program will not, however, prevent disciplinary action for violation of this Substance Abuse Policy.


Assistance For Employees Who Voluntarily Seek Help:

Early recognition and treatment of alcohol or drug abuse is important for successful rehabilitation. The University encourages employees to seek assistance before their drug or alcohol use jeopardizes the health and safety of themselves or their fellow employees. The decision to seek diagnosis and accept treatment for alcohol or drug abuse is, however, primarily the individual employee's responsibility.

The University will attempt to assist its employees through referral to rehabilitation, appropriate leaves of absence and other measures consistent with the University's policies and applicable federal, state, and local laws. Voluntary requests for assistance will not, however, prevent disciplinary action for violation of this Substance Abuse Policy. Employees who undergo voluntary counseling or treatment and who continue to work must meet all established standards of conduct and job performance. The University will promptly discipline or terminate any employee who fails to comply with these requirements while undergoing counseling and treatment for alcohol or drug abuse.

Testing:

Whenever the University suspects that an employee's work performance or on-the-job behavior may have been affected in any way by alcohol or drugs, or that an employee has otherwise violated this Policy, the University may require the employee to submit a breath, saliva, urine and/or blood specimen for alcohol and drug testing. An employee who tests positive for alcohol or drugs will be in violation of this Policy.

Whenever an employee is involved in an accident or work-related injury to themselves or to another, the employee may be required to undergo appropriate testing, including a breath, saliva, urine and/or blood test for alcohol and/or drugs. An employee who tests positive for alcohol or drugs will be in violation of this policy.

An employee may refuse to undergo testing, however, refusal to undergo testing may result in disciplinary action, up to and including discharge. No employee will suffer loss of wages while undergoing such tests, and all costs associated with transportation to and from the testing site, if any, and all costs of the examination and testing will be paid for by the University. The employee has the right to explain the positive test results or to request a confirmatory retest at his or her own expense. Test results will be treated as confidential medical information.

Inspections:

Whenever the University suspects that an employee's work performance or on-the-job behavior may have been affected in any way by alcohol or drugs, or that an employee has otherwise violated this Policy, the University may search the employee, the employee's locker, desk, other suspected areas of concealment, or other University property under the control of the employee, as well as the employee's personal effects or automobile on the University's premises.

Reservation of Rights:

The University reserves the right to interpret, change, rescind or depart from this policy in whole or in part with or without notice. Nothing in this Policy alters an employee's at-will employment status. The University hopes each employment relationship will be a happy and enduring one. Nevertheless, employees remain free to resign their employment at any time, for any or no reason, without notice. No one can alter your status as an at-will employee except the President of the University or an authorized representative, in writing.


Acknowledgement of Substance Abuse Policy:

Staff members are required to complete an Acknowledgement of Substance Abuse Policy Form and forward a copy to the Human Resources Department.

Related Links:

Next Section
705 - Employment Record Data Changes
Previous Section
703 - Disability Accommodation
Table of Contents