Drug Free Work Place Policy

Effective July 1, 2005

Definitions

• Substance abuse includes the abuse of legal prescription drugs beyond their intended use, the use of illegal drugs, or the excessive use of alcohol so that it impairs work performance.

• “Illegal drugs” means any controlled substance or drug, the sale, possession or consumption of which is illegal. The term includes prescription drugs not being used in the manner, combination, or quantity prescribed. It also includes marijuana.

• “Legal drugs” include prescription drugs and over-the-counter drugs which have been legally obtained and are being used only in the manner, combination, or quantity for which they were prescribed or manufactured.

• “Under the influence” means, for the purpose of this policy, that the employee is affected by a drug or alcohol, or the combination of a drug and alcohol, in any detectable manner. The symptoms of influence are not confined to those consistent with misbehavior, nor to obvious impairment of physical or mental ability, such as slurred speech or difficulty in maintaining balance. 

Policy

It is the policy of Greenville University to maintain a work place free of illegal substance abuse or of the effects of the use of alcohol. The University, therefore, will not permit the following behavior by employee while on University property:

• Use of illegal drugs

• Abuse of legal (prescription or over-the-counter) drugs or alcohol

• Sale, purchase, transfer, use, or possession of illegal drugs, prescription drugs obtained illegally or alcohol

• Arrival for work under the influence of legal or illegal drugs or alcohol to the extent that job performance is adversely affected. 

There are numerous business justifications for this policy such as:

• Safety - The management of Greenville University is concerned for the safety of its employees. Employees work under the influence of drugs or alcohol present a safety hazard to themselves as well as to those around them.

• Productivity - There exists a clearly established relationship between mental alertness and productivity. Substance abuse has a negative impact on employee alertness thereby reducing production.

• Health - Substance abuse often results in employee health problems and subsequent unnecessary increased costs to the University through payment of medical bills.

Legal Drugs

• Except as provided below, use or being under the influence of any legal drug by an employee while on University premises or while performing University business is prohibited to the extent such use or influence may affect the safety of the employee, co-workers, or members of the public, the employee’s job performance, or the safe or efficient operation of the University and its equipment

• An employee under the influence of a legal drug has an obligation to inquire and determine whether the legal drug he or she is taking may or will affect his or her ability to safely and efficiently perform his or her job duties.

• If an employee’s use of any medication could adversely affect the safe performance of an employee’s job duties or an employee’s conduct on the job, the employee must provide his supervisor with a physician’s notice specifying any work limitations resulting from the use of the medication. Failure to provide such notice of work limitation will subject the employee to disciplinary action, up to and including termination of employment with the University.

• An employee may continue to work, even though under the influence of a legal drug, if management has determined that the employee does not pose a threat to his or her own safety or the safety of co-workers, and the public or that the employee’s job performance will not be significantly affected by the legal drug. Otherwise, the employee may be required to take a leave of absence or comply with other appropriate action determined by management.

Employee Assistance

• The University is committed to the health and well-being of its employees. Employees who are shown to be under the influence of drugs or alcohol and who are otherwise in good standing may be afforded the opportunity for use of the medical treatment as specified in the Greenville University Medical Plan. Failure to successfully complete a treatment program or to remain drug free thereafter, however, will lead to dismissal from Greenville University. Trafficking in drugs or alcohol on the University property will also lead to immediate dismissal.

• Medical and psychological assistance is also available to those employees who may have a substance abuse program and who voluntarily seek help. Such employees will be referred for appropriate treatment in accordance with the Greenville University Medical Plan. In all cases, the employee’s future employment will depend on his/her performance on the job and his/her cooperation with the medical or psychological treatment. Employees who complete a treatment program will be required to submit to a prescribed random drug testing program for one year after completion of treatment to ensure they remain drug free.