Policy Name: Drug and Alcohol Policy
Responsibility for Maintenance: Human Resources
I. Policy Statement
The unlawful manufacture, distribution, dispensation, possession, or use of illegal drugs or controlled substances on College premises or while conducting college business off College premises is absolutely prohibited. Alcohol may be not consumed or ingested by any employee while on duty, while conducting College business, while assigned to drive a College vehicle or while driving a personal vehicle for College business, the sole exception being lawful and appropriate use of alcoholic beverages by employees at social events with appropriate connection to the College and approval of the College. Alcoholic beverages are only allowed on College premises for special events expressly approved in writing in advance by the President’s Office, and with the provision of a New York State Liquor License through College Food Service. Illegal drugs or controlled substances are never allowed on College premises. Any violation of this policy will result in disciplinary action, up to and including termination, and may have legal consequences. The College will comply with all applicable laws regarding drug and alcohol use and testing.
II. Reason for Policy
It is the College’s intent and obligation to provide a drug-free, healthful, safe, and secure work environment. Also, and in compliance with the Drug Free Workplace Act of 1988, employees are expected and required to report to work on time and in appropriate mental and physical condition for work.
III. Applicability of the Policy
This policy applies to all College employees.
| Subject || Office Name || Title or Position || Telephone Number || Email/URL |
|Questions regarding the policy || |
Campus Safety and Security
Director, HR & Labor Relations
Director, Campus Safety and Security
| Term || Definition |
| Illegal Drugs or Controlled Substances || Are those that are non-medically prescribed and include all forms of narcotics, hallucinogens, depressants, stimulants and other drugs whose possession, use or transfer is restricted or prohibited by law. |
| Other definitions as contained in applicable laws and regulations may apply. |
- The College recognizes alcohol and drug dependency as an illness and major health problem as well as a potential health, safety, and security problem. Employees needing help in dealing with such problems are encouraged to use the Employee Assistance Program and health insurance plans, as appropriate. Conscientious efforts to seek such help will not jeopardize an employee's job; however, violations of College policies or work rules or the deterioration of work performance will not be excused or condoned because an employee has sought assistance.
- Employees must, as a condition of employment, abide by the terms of the above policy and report to the Office of Human Resources any conviction under a criminal drug statute for violations occurring on or off College premises while conducting College business. A report of a conviction must be made within five (5) days after the conviction.
- All supervisory and managerial employees (including Department Chairs) considering enforcing this policy -- e.g., confronting an employee reports for work in a condition indicative of being under the influence illegal drugs or alcohol -- should consult with the Office of Human Resources before taking any action. If personnel from the Office of Human Resources are unavailable, Campus Safety and Security personnel should be contacted.
- The College may require employees to undergo appropriate drug or alcohol testing where it has reason to believe that such employees have used or may be under the influence of alcohol, illegal drugs or controlled substances. Employees who experience significant work performance problems or who become involved in significant incidents or accidents which are reasonably believed to be caused by substance abuse may also be required to undergo appropriate drug testing. All drug and alcohol testing will be conducted by appropriate personnel and submitted to an independent laboratory for analysis.
- Employee acknowledgement and consent to this policy and procedures set forth herein is a term and condition of continued employment. Refusal to consent to drug and alcohol testing will be considered gross misconduct and may result in disciplinary action, up to and including termination.
- Employees who operate vehicles which require a commercial driver’s license (CDL) are also subject to random drug testing in compliance with the Omnibus transportation Employee Testing Act of 1991 and applicable Department of Transportation (DOT) regulations. All random testing shall be conducted in accord with Onondaga County’s DOT Drug & Alcohol Policy.
- Alcoholic beverages are only allowed on College premises for special events expressly approved in writing in advance by the President’s Office which conform to the following conditions:
- Participation is limited to persons specifically identified and approved by the President’s Office;
- The serving of alcohol is covered by host liquor liability insurance, done by duly qualified and bonded personnel, and strictly limited to a designated location;
- The occasion is not under either the direct or indirect auspices of a student or student affiliated organization; and
- There is attestation that no alcoholic beverages will be served to any individual under the legal drinking age.
Approved by OCC Board of Trustees April 3, 2006