403.2 - Substance-Free Workplace
403.2 - Substance-Free WorkplaceThe Board expects the District and its employees to remain substance free. No employee shall unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of, in the workplace, any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance or alcoholic beverage as defined by federal or state law. "Workplace" includes District facilities, premises, or vehicles. This also includes nonschool property if the employee attends any school-sponsored, school-approved, or school-related activity, event or function, such as field trips or athletic events where students are under the control of the District or where the employee is engaged in school business.
If an employee is convicted of a violation of any criminal drug offense committed in the workplace, the employee shall notify the employee's supervisor of the conviction within five days of the conviction.
The Superintendent will make the determination whether to require the employee to undergo substance abuse treatment or to discipline the employee. An employee who violates the terms of this policy may be subject to discipline up to and including termination. An employee who violates this policy may be required to successfully participate in a substance abuse treatment program approved by the Board. If the employee fails to successfully participate in a program, the employee may be subject to discipline up to and including termination.
Approved: March 2007
Reviewed: February 2022
Revised: February 2022
403.2.R1 - Substance-Free Workplace Regulation
403.2.R1 - Substance-Free Workplace RegulationIf the Superintendent suspects an employee has a substance abuse problem, he/she shall follow these procedures:
- Identification - The Superintendent shall document the evidence which leads him/her to conclude the employee has violated the Substance-Free Workplace policy. After the Superintendent has determined there has been a violation of the Substance-Free Workplace policy, he/she shall discuss the problem with the employee.
- Discipline - If, after the discussion with the employee, the Superintendent determines there has been a violation of the Substance-Free Workplace policy, the Superintendent may recommend discipline up to and including termination or may recommend the employee seek substance abuse treatment. Participation in a substance abuse treatment program is voluntary.
- Failure to participate in referral – If the employee refuses to participate in a substance abuse treatment program or if the employee does not successfully complete a substance abuse treatment program, the employee may be subject to discipline up to and including termination.
- Conviction - If an employee is convicted of a criminal drug offense committed in the workplace, the employee must notify the employer of the conviction within five days of the conviction.