Young Harris College      Young Harris College Employee Handbook
Policy

Drug and Alcohol Use

The College maintains a strong commitment to provide a safe, efficient, and productive work environment. The College expects that Employees will perform their duties safely and efficiently in a manner that protects their interests and those of their coworkers. In keeping with this commitment, the College maintains zero tolerance for drug and alcohol abuse by its Employees. Use of illegal drugs and abuse of alcohol puts everyone at risk and cannot be tolerated. Consistent with our efforts to promote health and safety and protect the interests of our Employees, Students, and the College, we cannot allow anyone to use, possess, distribute, sell, manufacture, purchase, or be under the influence of alcohol or illegal drugs, intoxicants, or controlled substances at any time on College premises, in College vehicles, or while on College business.

Prohibited Acts

The following rules and standards of conduct apply to all Employees. The College strictly prohibits:

Possession, use, or being under the influence of alcohol or an illegal drug, intoxicant, or controlled substance while on the job or on College-owned or occupied premises;

Driving a vehicle on College business while under the influence of alcohol or an illegal drug, intoxicant, or controlled substance;

Furnishing alcohol or any illegal drug, intoxicant or controlled substance to Students, whether of legal drinking age or not, and consuming alcohol or using any illegal drug, intoxicant or controlled substance with Students.

Distributing, selling, manufacturing, or purchasing--or attempting to distribute, sell, manufacture, or purchase--an illegal drug, intoxicant, or controlled substance during working hours or while on College-owned or occupied premises;

Testing positive on a drug or alcohol test or screen;

Refusing either to take or to release information regarding a required or requested drug or alcohol test or screen; and

Violating any College rule or policy regarding alcohol and drug use.

Testing Program

The College will require drug and/or alcohol testing:

When a reasonable suspicion exists that an Employee is under the influence of alcohol or any illegal drug, intoxicant, or controlled substance while on the job, or is otherwise in violation of this policy. Reasonable suspicion means suspicion based on information regarding, among other things, the appearance, behavior, speech, attitude, mood, and/or breath odor of any Employee;

When an Employee is found in possession of alcohol or any illegal drug, intoxicant, or controlled substance in violation of College policy, or when any of those items is found in an area controlled or used by the Employee, such as a desk or locker;

When an accident requiring medical attention occurs.

After an Employee has participated in a rehabilitation program.

The testing required by the College will involve an initial screening test. If that test result is positive, the positive result will be confirmed using a different testing methodology. The test results will be kept as confidential as possible.

Employees suspected of possessing alcohol, illegal drugs, intoxicants, or controlled substances are subject to inspection and search, with or without notice. Employees' personal belongings, including any bags, purses, briefcases, and clothing, and all College property, are also subject to inspection and search, with or without notice. Employees who violate the College's drug and alcohol abuse policy will be removed from the workplace immediately. The College may also bring the matter to the attention of appropriate law enforcement authorities. Any conviction for criminal conduct or any guilty plea or plea of no contest to criminal conduct involving illegal drugs, intoxicants, or controlled substances, whether on or off duty, or any violation of the College's drug and alcohol abuse policy, including having a positive drug-test result, may lead to disciplinary action, up to and including termination.

Any Employee's conviction, guilty plea or plea of no contest to a charge of sale, distribution, manufacturing (or attempted sale, distribution, or manufacturing) or possession of any controlled substance while off College property will not be tolerated because that conduct reflects adversely on the College. In addition to reflecting adversely on the College, the College must keep people who are involved with illegal drugs, intoxicants, and controlled substances off premises owned or occupied by the College in order to maintain a safe and healthy environment for its Students and Employees.

The use of prescription drugs and/or over-the-counter drugs may also affect an Employee's job performance and seriously impair that Employee's value to the College. Any Employee who is using prescription or over-the-counter drugs that may impair his or her ability to safely perform the job or may affect the safety or well-being of others must submit a physician's statement that the prescription drug use will not affect job safety. The Employee is not required to identify the medication or the underlying illness.

NOTE: On occasion, Managerial staff may entertain on College premises as representatives of the College. These occasions may include lunches, dinners, and conferences. Alcohol occasionally is served at social events sponsored by the College. Alcohol may be served at these events only with the approval of the Human Resources Director or the VP of Advancement. Only the moderate and limited use of alcohol is acceptable. Employees are expected to remain responsible, professional, and sober at all times. At no time is alcohol to be served to Students.

Faculty and Staff members should never provide to or drink with Students.

Accommodation of Employees Seeking Treatment/Rehabilitation

The College will attempt to reasonably accommodate Employees with chemical dependencies (alcohol or drugs), if they voluntarily wish to seek treatment and/or rehabilitation prior to having failed a drug or alcohol test. Employees desiring that assistance should request an unpaid treatment or rehabilitation leave of absence. The College's support for treatment and rehabilitation does not obligate the College to employ any person who violates the College's drug and alcohol abuse policy or whose job performance is impaired because of substance abuse. The College is also not obligated to reemploy any person who has participated in treatment or rehabilitation if that person's job performance remains impaired as a result of dependency. Employees who have had an opportunity to seek treatment and/or rehabilitation and are involved in any further violations of this policy will not be given a second opportunity to seek treatment or rehabilitation.


Policy No.  702  Issued  3/1/2009    

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