Alcohol and Drug Statement

3.100 ALCOHOL AND DRUG POLICY STATEMENT

The Drug-Free Schools and Campuses Regulations Act requires that, as a condition of receiving funds or any other form of financial assistance under any federal program, an institution of higher education must certify that it has adopted and implemented a drug and alcohol prevention program and has established policies and procedures to support that program.

Guilford College encourages an enlightened viewpoint toward alcohol, drug, and other dependencies as treatable behavioral and medical problems. However, the College also intends to provide an alcohol and drug-free, safe environment and expects all employees to report to work fit to do their jobs. Any employee who is unfit for work because she/he is under the influence of alcohol or drugs will be subject to certain appropriate disciplinary action by the College which may include rehabilitation programs, probation, or termination.

All new employees are given the College policy and procedure statement regarding drug and alcohol abuse among employees and are required to read that statement and acknowledge by their signatures that they have done so. All signed acknowledgements are retained in the personnel files of these individuals.

The use, possession, manufacture, sale, or transfer of illegal drugs or alcoholic beverages on College property, in College vehicles, or while engaged in College work or other official College activities is strictly forbidden. Being under the influence of drugs or alcohol while engaged in College work or other official College activities, while on College property or while in College vehicles also is prohibited.

The one exception to this policy relates to College sponsored business and social functions where the use or possession of alcohol for a specified event has been authorized by the President or the Provost. (See the Student Handbook for student related alcohol policies.)

Employees who must possess and consume drugs prescribed by a doctor for medical purposes may be asked to submit a physician's statement that explicitly states that the use of the drug will not impair the individual from doing her/his work.

Employees' use of alcohol while conducting business away from campus, attending a College sponsored business or social function away from campus, or otherwise representing the College at outside functions is permitted only to the extent that it does not lead to impaired performance or inappropriate behavior; or endanger the safety of any individual; or violate applicable law.

The College considers alcoholism and drug addiction to be medical problems and treats them as such. Any employee may voluntarily seek help for a drug or alcohol problem from the Office of Human Resources. All such requests for information will be treated as confidential. Employees will be referred to appropriate counseling or medical facilities for assistance and may submit bills for payment in accordance with the employee health insurance plan. Employees seeking in-patient rehabilitation or intensive out-patient treatment may take College sick and/or disability leave to cover the treatment time away from the office.

In certain situations the College may require medical evaluation and treatment of the employee as a condition of continuing employment if the employee's drug or alcohol problem is significant enough to be affecting her/his work performance or is creating a dangerous, intimidating or unprofessional work environment for others. In some cases the College may require that the employee take a leave of absence from the College in order to seek treatment.

As with other types of medical leave, the College will require documentation from the physician or treatment center to support the employee's absence and will require a medical release when the employee returns to work.

In accordance with federal law and regulations governing the receipt of federal monies, an employee must notify the College of any criminal drug statute conviction for a violation occurring in the work place no later than five (5) days after such conviction. Moreover, the College must notify the appropriate federal granting agency within ten (10) days after receiving notice from an employee or otherwise receiving official notice of such a conviction. Within thirty (30) days of a conviction, the College will take appropriate personnel action regarding the employee, up to and including dismissal, or require such employee to participate satisfactorily in drug abuse assistance or rehabilitation program approved for such purposes by a federal, state or local health, law enforcement or other appropriate agency. In addition, when there is suspicion of illegal activity, repeated serious offenses or denial of violation on the part of the employee, the College will cooperate voluntarily with local law enforcement personnel who seek information concerning an employee's illegal involvement with drugs.

Definitions: For purposes of this policy, ALCOHOLIC BEVERAGES include any beverage that may be legally sold and consumed and has an alcoholic content in excess of 3 percent by volume. DRUGS refer to substances other than alcohol that are capable of altering an individual's mood, perception, pain level, or judgment. PRESCRIPTION DRUGS are substances prescribed for the individual's consumption by a licensed medical practitioner. ILLEGAL DRUGS include any drug or controlled substance the sale or consumption of which is illegal.