“Education is about children and as long as our efforts are aligned toward children we are on the right path.”Deborah L. Hendrix President, Board of Education
|District Policy Index
Section G Index: Personnel
|DISTRICT POLICY GBEC
Drug-Free Workplace (Drug and Alcohol Use by Staff Members)
Date of revision:
January 24, 2013
(Drug and Alcohol Use by Staff Members)
The unlawful manufacture, distribution, dispensing, possession or use of alcohol or a controlled substance is prohibited on District premises. The definition of a controlled substance shall be the same as that found in the policy regarding student alcohol use/drug abuse. All Harrison employees shall be subject to controlled substance and alcohol testing pursuant to this policy. In addition to this policy, Transportation employees are subject to District Policy EEAEAA and EEAEAA-R.
Observance of this policy is a condition of employment. A violation shall subject the employee to appropriate disciplinary action which may include dismissal and referral for prosecution. In appropriate circumstances and at the District's discretion, disciplinary sanctions may include the completion of an approved drug or alcohol abuse assistance or rehabilitation program. Any such program shall be at the employee's expense. However, the District is not required to offer rehabilitation in lieu of termination or other discipline to any employee who has violated this policy.
Reasonable Suspicion Tests
All employees must submit to an alcohol or controlled substance test when a District Administrator has reasonable suspicion to believe that the employee has engaged in prohibited conduct as defined in this policy. The District will provide transportation to and from the testing site, as necessary, for all employees required to take a reasonable suspicion controlled substance or alcohol test.
A reasonable suspicion may be found where a Supervising Administrator or District official has made observations regarding an employee that are specific, contemporaneous and articulable, and relate to the employee's appearance, behavior, speech and/or body odors.
An employee knowingly in the possession of or under the influence of alcohol or any controlled substance shall not report for duty, remain on duty during work time, be on District premises, be at other work sites where employees may be assigned or be on duty at a District-sponsored activity. An employee shall not report for duty under the influence of legally prescribed drugs and medicines which will adversely affect the employee's working ability, alertness, coordination or jeopardize the safety of others.
An employee is considered to be "on duty" for the purposes of controlled substance and alcohol testing at all times from the point when the employee begins working or is required to be ready for work through the time the employee is relieved from all responsibility for work. An employee is not relieved from all responsibility for work until the employee has left District property or the District activity. An employee who is on District property or at a District sanctioned activity for an event for which he/she is assigned and has accepted a responsibility is considered on duty.
Refusals to Submit to Testing
It is prohibited conduct to refuse to submit to a controlled substance or alcohol test as required by this policy. Engaging in conduct that clearly obstructs the testing process (e.g. failure to provide an adequate sample for testing) is considered a refusal to submit to testing.
When an employee has a confirmed positive alcohol test result or has a verified positive test result for controlled substance use, the employee shall be removed from his/her position immediately. An employee who refuses to be tested for alcohol or controlled substances will have dismissal proceedings brought against him/her. The following are additional grounds for immediate dismissal from employment with the District:
All records maintained by the District pursuant to this policy are strictly confidential. Employee information contained in these records may not be released except as required by law or as expressly authorized by the individual employee.
Any employee who is arrested or charged for a criminal drug offense must notify their Supervising Administrator within three (3) business days. The District has an obligation under federal law to notify the appropriate federal agency within ten (10) days after receiving notice of such conviction if there is a relationship between federal funds received by the District and the convicted employee's work site.
CROSS REFERENCES: EEAEAA: Drug and Alcohol Testing for Bus Drivers
EEAEAA-R: Drug and Alcohol Testing for Bus Drivers
GCQF: Discipline, Administrative Leave and Dismissal of Professional Staff
GDQD: ESP Discipline, Administrative Leave, Suspension and Dismissal
JICH: Drug and Alcohol Use by Students