2105 - Drug and Alochol Free Workplace Policy

POLICY STATEMENT

It is the policy of the Piute School District to adopt, implement, maintain and enforce a drug and alcohol free workplace. The district shall provide for a safe and productive work and educational environment that is free from the effects of possession, use, or distribution of illicit drugs or alcohol.

PROHIBITED PRACTICES

School district employees are prohibited from possessing, using or distributing any illicit drugs or alcohol on school district premises or at any school district activity. It is mandatory that all employees abide by this policy. Furthermore, all employees, as a condition of employment, must abide by the terms of this policy.

PREVENTION POLICY
All employees shall receive information that drug and alcohol use is wrong and harmful. All employees shall receive a copy of this policy. New employees must receive a copy at the time of appointment, or no later than 30 days after appointment.
EMPLOYEE SANCTIONS

  1. Employees must notify the Superintendent of any criminal or alcohol statue conviction for a violation occurring on district premises or at the site of any district activity. Notification must be received by the Superintendent or designee no later than five days after such conviction. Upon receipt of such actual notification from an employee, the Superintendent or designee shall take action described in paragraph 4a, or 4b, below.
  2. Supervisors and administrators who are aware of a violation of the standards set forth in the Prohibited Practices Section of these policies must take immediate action to correct the violation.
  3. Employees should not be searched by supervisors or administrators. However, any drugs or alcohol in plain sight may be seized by the supervisor or administrator. The district superintendent or principal may conduct or authorize searches of the employee's workstation, locker and other school district facilities and equipment, and may require the employee to submit to drug testing procedures only if the Superintendent or principal has a reasonable suspicion of drug or alcohol possession, use, or distribution by the employee.
  4. If an administrator has a reasonable expectation that an employee is in possession of, is using or has distributed illicit drugs or alcohol, the administrator should notify local police authorities and the district superintendent or designee. The employee should be suspended without pay pending the outcome of the police investigation. Any suspension must be preceded, or followed immediately by a written notification to the employee stating the reason and any factual information serving as the basis for the suspension. If, after an investigation, the employee is found not to have violated these rules, the employee shall be reinstated with full back pay.  If the charges are substantiated, the administrator shall choose one of the following options depending on the severity of the violation:

a. Immediate termination to be initiated consistent with School District policies and , the Utah Orderly Termination Procedures Act, UCA, 53A-8-101;
b. Referral to a drug or alcohol counseling and rehabilitation program.  If an employee accepts this option the employee shall be granted sick, vacation, or leave without pay for inpatient treatment.

Continued employment during outpatient treatment will be allowed only at the discretion of the principal or superintendent based on an evaluation of the employee’s ability to perform adequately during this time.  Employees undergoing rehabilitation must sign a release to allow the transmittal of verbal and/or written progress reports between the district and inpatient/outpatient providers.  All such communication shall be classified as confidential information.  Employees shall be required to continue any outpatient treatment prescribed by a licensed practitioner on the employee’s own time. Employees who fail to complete the prescribed treatment program or who cannot be rehabilitated shall be terminated from employment.  Treatment will be at the employee’s own expense.


DEFINITIONS

  1. Reasonableness. The ability to recount and provide reasons for actions. It is more than a “hunch” or feeling.  It requires at least some factual information
  2. Workplace. The school district premises or site of any school district or school activity.

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