3.02.14 - Drug-Free Workplace

Policy Title: Drug Free Workplace

Impact: Employees

Responsibility: Human Resources

Effective Date: 12/22/93

Last Update:

Relates to Procedure: 3.02.14

Legal Citation(s):

I. Policy Narrative

The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance or alcohol is prohibited on college owned or controlled property. This policy applies equally to administrators, faculty, staff and students.

No employee is to perform his or her work while under the influence of alcohol or illegal mood-altering substances.

Any employee of North Idaho College found in violation of this policy is subject to disciplinary action.

This policy reflects our conviction that the use of these substances within the context of this community is inappropriate and counterproductive to the education, moral, and developmental objectives of North Idaho College.

Procedure Title: Drug Free Workplace

Impact: Employees

Responsibility: Human Resources

Effective Date: 12/22/93

Last Update: 03/19/15

Relates to Policy: 3.02.14

Legal Citation(s):

1. North Idaho College shall be responsible for establishing a Drug-Free Awareness Program to inform employees about:
   1. The dangers of drug abuse in the work place and educational environment;
   2. The institution's policy of maintaining a drug-free work place;
   3. The availability of drug counseling and rehabilitation programs; and
   4. Penalties that may be imposed upon employees for drug or alcohol abuse violations occurring in the work place.
2. As a condition of employment all employees will:
   1. Abide by the terms of the policy;
   2. If found to be in violation of the policy, be subject to disciplinary action that may include, but not be limited to warnings, reprimands, suspension, expulsion, demotion, dismissal, or a requirement to participate in a drug rehabilitation or treatment program as a condition of continuing employment. Such action will be initiated by the appropriate vice president or designee (in conjunction with Human Resources) within three (3) days of the infraction; and
   3. Notify his/her immediate supervisor of any criminal drug statute conviction, in a court of law, occurring in the work place no later than five (5) days after that conviction.
3. Within thirty (30) days of receiving notice that an employee has been convicted of a crime as outlined in B3, the appropriate vice president, working with Human Resources, or designee will initiate and take one or both of the following actions:
   1. Take personnel action against such an employee, up to and including termination; and/or
   2. Require such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by federal, state, or local health, law enforcement, or other appropriate agency.
4. The college will post the following information on the Intranet for employees to review:
   1. Standards of conduct that clearly prohibit, at a minimum, the unlawful possession, use, or distribution of drugs and alcohol by students and employees on the college’s property or as any part of the college’s activities;
   2. A description of the health risks associated with the use of illicit drugs and the abuse of alcohol;
   3. A description of any drug and alcohol counseling, treatment, or rehabilitation programs that are available to students and employees (consistent with local, state, and federal law) and a description of these sanctions, up to and including expulsion or termination of employment and referral for prosecution for violations of the standards of conduct.