Feedback

403.02AP Substance Free Workplace – Administrative Procedures

403.02 Administrative Regulations

SUBSTANCE FREE WORKPLACE

The Board recognizes chemical dependency as a health problem and views dependency on any chemical as a treatable disease.  It is the hope of the Board that people so affected can return to a productive and healthy lifestyle.  It is incumbent upon administration to act responsibly in all cases dealing with chemical dependency.  It is important that the best interests of the employee and students be protected.  In all cases, the safety and welfare of students is paramount.

  1. All employees and each new hire will receive a copy of this policy.
  2. Early identification is of benefit to the employee, to the students, and to the school district.  Those responsible for identification should do whatever is necessary to document the problem and, when satisfied a chemical dependency problem exists, bring it to the attention of the employee involved.
    1. Supervisors responsible for early identification may use the following list of conditions as possible guides.  It is important to recognize that these are guidelines.  Other medical conditions may cause similar symptoms.
      1. Smell of alcohol on breath or person, slurred speech, disorientation (employee is confused about where he or she is, what day it is, what time it is), lack of motor coordination, mood (belligerent, moody, ecstatic, more open or nervous than usual), skin color (pale, flushed), excessive perspiration, excessive trips to the restroom, bloodshot eyes, dilated pupils, traces of alcohol in any containers, confession of employee that he or she was drinking alcohol or ingesting drugs, information relayed by employees or others, traces of drugs, traces of drug paraphernalia, smell of marijuana, congregation of employees in remote areas of the facilities or in areas where employees do not frequent, weariness, fatigue or exhaustion, deteriorating physical appearance, yawning excessively, blank stare or expression, sunglasses worn at inappropriate times, changes in appearance after lunch or a break, withdrawing and avoiding peers, complaints from co-workers, excessive absenteeism (especially Mondays, Friday, and days before or after holidays), unauthorized or unscheduled absences, unusually high incidents of colds, flu, upset stomach and headaches, prolonged lunch hours, tardiness, unexplained departures from work or disappearances from the job area, more than average number of job-related mistakes, injuries or accidents, decrease in efficiency or productivity.
  3. Once the employer determines the need for requesting referral, the employee will be encouraged to seek professional assistance.  Participating in the corrective program is completely voluntary, and self-referral is considered the first positive step toward a good recovery program.
  4. Full time employees shall be informed of provisions of the health insurance policy that are applicable to participation in corrective programs.
  5. Administration shall implement the policy in a manner so as to insure that employees experiencing substance abuse will not be demoted or terminated for seeking and/or accepting diagnosis or treatment.  Confidentiality of employee’s records shall be appropriately maintained.
  6. Nothing in this policy shall be construed to waive the Board of Education’s or administration’s right to act decisively in terminating staff member employment for violations of federal or state statutes or Board of Education policies arising from substance abuse.

Approved:          12/10/90            Reviewed:    12/12/11        Revised:            4/11/94

PrintFriendly and PDF
Stay informed Click here to sign up for email updates from MCSD, or subscribe to our RSS feed.
If you are having trouble accessing any portion of this website or its content please contact this number for assistance - 563-263-7223.