95.32 – Drug Free Workplace

September 30, 2010

A. General. Freedom to inquire and the respect that members of the university community afford each other as colleagues define the quality of life at the university. Maintaining this freedom and respect demands clarity of thought, a focus on excellence, and a commitment that instruction and research will not be threatened by the presence or use of controlled substances. To recognize this commitment and to enunciate a policy that delineates the process by which this community disciplines itself, the university's policy and program to maintain a drug-free workplace are set forth below. [ed. 9-10]

B. Policy. This section describes the university's policy with regard to the use of controlled substances at the university. [ed. 9-10]

B-1. Drug Free Environment. The university strives to maintain an environment conducive to inquiry and learning and free of controlled substances. [ed. 9-10]

B-2. Federal and State Statutes. The unlawful manufacture, distribution, dispensing, possession, or use of any controlled substance (as defined in the federal Controlled Substances Act and 21 CFR 1300.11 through 1300.15 and in Title 37, Chapter 27, Idaho Code) is prohibited in or on all property owned or controlled by the university or at any location where the university's work is performed. [ed. 9-10]

B-3. Campus Community. This policy applies equally to administrators, faculty, staff, and students.

B-4. Employee Disciplinary Sanctions. Any university employee determined to have violated this policy will be subject to sanctions, up to and including termination of employment under procedures defined in FSH sections 3190, 3840, 3860, 3880, 3910, 3920 and 3930. These sections outline procedures for disciplinary actions and appeals for employees. [ed. 9-10]

B-5. Work Environment. No employee is to perform his or her work while under the influence of a controlled substance. An employee who violates this rule may be subject to mandatory evaluation and treatment for substance abuse as a condition of continuing employment as well as to disciplinary action described above. [ed. 9-10]

B-6. Condition of Employment. Compliance with university's drug-free workplace policy is a condition of employment for all employees. In addition, any employee working on a federal grant or contract who is convicted of a workplace violation of a criminal drug statute must notify the university through his or her supervisor or through Human Resource Services no later than five days after such conviction. The university, acting through the Office of Sponsored Programs, must subsequently notify the appropriate federal agency within 10 days of having received notice that any employee who is engaged in the performance of a grant or contract sponsored by that agency has been so convicted. [ed. 9-10]

B-7. Applicable Drug Testing. The university requires employees to undergo drug and alcohol testing where required, and to the extent required, by law. Information on testing requirements, procedures and positions affected may be obtained from the Employment Services unit of Human Resources, 885-3612, or email. [ed. 9-10]

B-8. Student Sanctions. Prohibitions regarding use of controlled substances by students are addressed by the Student Code of Conduct [FSH 2300]. [rev. 9-10]

C. Additional Information. Information on the health hazards associated with use of controlled substances, as well as assistance in recognizing and dealing with substance abuse problems generally--including abuse of alcohol--is available through services such as the Employee Assistance Program, the Counseling & Testing Center, the Student Health Service, the Latah County Office of the Idaho Department of Health and Welfare, and through private physicians. In addition, information on health effects of controlled substances will be published in the Annual Security and Fire Safety Report. [rev. 9-10]