To conform with the federal Drug-free Workplace Act of 1988, Public Law 100-690, Section 5151 et. and to further the educational aims of the institution, the District hereby enacts this Drug- free Workplace Policy. Accordingly District property and events are to be drug and alcohol free. Employees and all persons on District property shall be prohibited from:
- the manufacture, sale, dispensing, distribution, possession, use or being under the influence of a controlled substance or abuse the use of prescription medication including while performing work for the District; and
- the distribution, sale, consumption, use, possession, or being under the influence of alcohol while on District premises or while performing work for the District.
For purposes of this policy a controlled substance is one that as defined in the Internal Revenue Code and other federal and state laws and is generally:
- not legally obtainable;
- being used in a manner different than prescribed;
- legally obtainable, but has not been legally obtained; or
- referenced in Federal or State criminal statutes.
For purposes of this Policy, school premises include all school vehicles and all privately owned vehicles while on District property. As a condition of employment, each employee shall:
- abide by the terms of the District policy respecting a drug and alcohol free workplace; and
- notify his or her supervisor within three(3) calendar days of any conviction under any criminal drug or alcohol statute.
In order to make employees aware of the penalties that the district may impose upon employees for violations of this policy, the District will:
- provide each employee with a copy of the District Drug and Alcohol Free Workplace policy;
- make copies of the District's Drug and Alcohol-Free Workplace Policy available in the school office upon request.
District Action upon Violation of Policy
An employee who violates this policy may be subject to disciplinary action, including suspension without pay or termination. The Board may require an employee to successfully complete an appropriate drug or alcohol abuse, employee-assistance, rehabilitation program before any return to work.
For purposes of enforcement of this policy and where the Administration has reasonable suspicion that an employee is under the influence of drugs or alcohol, action pursuant to this policy may be taken at any time by the Administration to enforce this policy. Reasonable suspicion includes but is not limited to, one or more of the following indicators of drug and alcohol abuse: excessive absenteeism, frequent accidents on the job, erratic work patterns, lower job efficiency, deteriorating relationship with coworkers, inability to adapt to change(s) in the work environment. Employees exhibiting such indicators may be required to pass a breathalyzer test or submit a urine sample for analysis at a medical facility designated by the District. Failure to permit such testing will be deemed to be insubordination and a violation of this policy.
The Board shall take disciplinary action with respect to an employee convicted of a drug offense promptly upon receiving notice of a conviction or verification through observation or testing that the employee was in violation of this policy.
Should a District employee be engaged in the performance of work under a federal contract or grant, or under a State contract or grant of $5,000 or more, the District Administrator may be required to notify the appropriate State or federal agency of the employee's conviction within 10 days after receiving notice of the conviction. [Each employee will be required to sign a document acknowledging receipt of this policy]
First Reading: January 19, 2010
Second Reading: February 16, 2010
Date Approved: February 16, 2010
For the Board: Tom Steiner, President; Lynn Jaeger, Vice President; Cole Marshall, Clerk; Bill Barhyte, Treasurer; Sue Giovanni, Member