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Alcohol and Drug-Free Workplace

Alcohol and Drugs
Section 39.000

39.100.. The purpose of this policy is to work toward the prevention of substance abuse in the University community. All employees are required to obey state and federal laws regarding the use of drugs and alcohol on campus. Employees who violate state or federal drug or alcohol laws are subject to criminal prosecution; those who violate University policies are subject to institutional sanctions. Improper use of drugs or alcohol can seriously injure the health of employees, impair the performance of their responsibilities and endanger the safety and well-being of fellow employees, students and members of the general public.

39.200.. University employees must fully comply with all laws of the State of Iowa, including those regarding the possession and consumption of alcohol on University property.

39.201.. The following are specific provisions: no one may provide alcohol to a person under the age of 21 or to anyone visibly intoxicated; no one may permit the possession or consumption of alcohol by a person under the age of 21 or by anyone visibly intoxicated; no one under the age of 21 may occupy licensed premises where alcohol is served, unless under supervision; and no one under the age of 18 may dispense alcoholic beverages.

39.202.. Employees over the age of 21 may consume alcoholic beverages (in compliance with Iowa law) at official university functions on campus, where authorized by University officials.

39.203.. Consumption of alcohol, intoxication, or the misuse of alcohol while on the job is prohibited.

39.300.. Illegal drugs are not permitted on campus or at any location at which University business is conducted. This means all employees are absolutely prohibited from unlawfully manufacturing, distributing, possessing or using controlled substances in the workplace.

39.301.. Following is a partial illustrative list of controlled substances: heroin, morphine, cannabis (marijuana, hashish), stimulants (cocaine, amphetamines), depressants (tranquilizers), hallucinogens (PCP, LSD, "designer drugs").

39.302.. Any employee convicted of violating a criminal drug statute in the workplace must inform the University of such conviction (including pleas of guilty or nolo contendere) within five days of the conviction occurring. Failure to so inform the university will result in severe disciplinary action, up to and including termination for the first offense.

39.303.. For employees convicted of violating a criminal drug or alcohol statute in the workplace, the University reserves the right to offer participation in an approved rehabilitation or drug abuse assistance program as an alternative to discipline, with the employee required to participate satisfactorily as a condition of continued employment. However, it is the University's position that these resources are best used voluntarily before workplace problems occur. If an employee has failed to avail him or herself of such help and such problems do occur, the University will have little choice but to act severely against such abusers in the interests of protecting all employees.

39.400.. Violations of alcohol or drug policies shall result in appropriate disciplinary action. If the use or abuse of drugs and/or alcohol threatens to cause disorder or danger to the members of the University community, others, or campus property, appropriate action will be taken. Enforcement and discipline shall be consistent and due process appropriate for the offense shall be applied in accordance with established University policies and procedures.

39.401.. When the University identifies substandard work or unacceptable job performance that may be attributed to substance abuse, it may require evaluation and subsequent treatment. It is the responsibility of the employee to cooperate in his or her treatment. Discipline up to and including dismissal may occur if there is no noticeable improvement in job performance or if the individual continues to violate drug or alcohol policies of the University.

39.402.. Allowance will be made for time off for recovery and for medical and counseling services for staff in accordance with PTO/RSD policies, and applicable laws. Strict confidentiality will be maintained, to the fullest extent possible, in all matters related to referral and treatment.

39.403.. The University encourages employees who have substance abuse problems to seek help through the Employee Assistance Program (EAP). EAP is a confidential short-term counseling service provided by the university and offered as part of the benefits package. This counseling service is for a variety of issues including substance abuse. For more information contact the Human Resources office.

39.500.. All employees are asked to acknowledge that they have been informed of the above policy and agree to abide by it in all respects. By law, such acknowledgment and agreement are required as a condition of continued employment.