GBCBA-AP Alcohol/Controlled Substance Use Procedures
Board Policy Code: GBCBA-AP
Definitions and Exclusions
- Under the influence is defined as (a) a reasonable suspicion based on articulable observations concerning such circumstances as the work performance, appearance (including, for example, the noticeable odor of an alcoholic beverage), behavior, or speech of the employee, or being involved in an accident on company premises which results in physical injury or property damage, and/or (b) any noticeable or perceptible impairment of the employee's mental or physical faculties.
- Controlled substances are defined as all forms of narcotics, depressants, stimulants, hallucinogens, and cannabis, whose sale, purchase, transfer, use or possession is prohibited or restricted by law.
- Over-the-counter drugs are those which are generally available without a prescription from a medical doctor and are limited to those drugs which are capable of impairing the judgment of an employee to safely perform his or her duties.
- Prescription drugs are defined as those drugs which are used in the course of medical treatment and have been prescribed and authorized for use by a licensed practitioner/physician or dentist.
- Work place and work hours include college facilities and any location where an officially designated college function is being conducted or at which an employee is officially representing the college. Working hours similarly include regular hours of work including breaks and meal periods, and those times when an employee is attending an officially designated college function or when an employee is officially representing the college.
- Employee: This term applies to anyone on the college payroll, including student employees.
This policy does not prohibit appropriate use of physician-prescribed drugs or over-the-counter drugs necessary to the employees' health which do not interfere with job performance.
This prohibition does not apply to reasonable use of alcoholic beverages when offered in connection with the college's official social or professional functions, which occur at the end of or after the employee's work day so that the employee does not return to work. Such activities are governed by State OLCC regulation which requires the college to closely monitor consumption.
Employees may seek referral assistance through their supervisor in connection with alcohol or drug-related problems. Drug and alcohol counseling and rehabilitation are available through the college's Employee Referral Procedures and/or through the medical insurance plans, whichever is applicable according to the employee's status.
Reasonable efforts will be made to handle such requests confidentially.
Requests for assistance are encouraged and will not be considered alone as grounds for dismissal.
Such requests will not, however, excuse violation of the actions prohibited under Board policy.
Supervisory Actions: Employee Counseling and Disciplinary Action
The college's goal in establishing this process is not only to create a safe and healthful work environment, but also to assist its employees who may have problems with drugs and/or alcohol. Therefore, disciplinary actions will normally be progressive in nature and will include corrective action and treatment plans designed to assist the employee with his or her problem. Only in those incidents which are serious in nature will severe discipline or dismissal be initiated upon a first violation of this policy. In the case of student employees, the general principles of progressive discipline will be followed.
Normally, for a minor infraction such as a noticeable odor of alcohol without noticeable impairment, or for a first instance of a violation of this policy (depending on the severity of the situation), the supervisor will immediately bring this to the employee's attention. The supervisor will counsel the employee, encouraging him/her to seek professional assistance, if desired or appropriate, and will provide a written confidential confirmation to the employee which will not be placed in the employee's personnel file. More serious infractions involving obvious impairment or subsequent offenses will be immediately brought to the employee's attention.
A hearing panel will be established to review the conditions of the violation, and to make a recommendation to the Board regarding disciplinary action. Composition of the panel may vary from employee to employee, but it will include a cross section of college employee units. The Board will consider, in executive session, the evidence and the hearing panel's recommendation. The Board's decision will be made in open session, and that decision is final.
Columbia Gorge Community College will print the drug and alcohol abuse policy in the faculty handbook, or addenda thereto, and distribute to each faculty member.
Columbia Gorge Community College will distribute the drug and alcohol policy to each employee annually.
Drugs and alcohol in the work place will be one of the topics for each fall term in-service and at an appropriate staff meeting.
Columbia Gorge Community College will investigate implementing a policy of pre-employment drug testing for all new employees that are to be hired.
Columbia Gorge Community College will send representatives to future Higher Education Alcohol/Drug Conferences.
Representation from Columbia Gorge Community College will include student services, administration, faculty, classified and student government representatives.
Subsequent to the HEADS conference, those attending the conference will recommend and work to implement a procedure to assist students or staff requesting assistance.
Establishing and Promoting a Drug Awareness Program
Provide information to staff on the dangers of drug abuse in the work place.
Implement and distribute the policy of maintaining a drug free work place.
Include available drug counseling, rehabilitation, and assistance programs as one of the penalties that may be imposed for drug abuse in the work place.
Dealing with Employees Convicted of Drug-Related Crimes:1
Require employees to notify the college within five days of conviction of a criminal drug statute for violation occurring within the work place.
Notify grant agency within ten days after receiving notice required in number 1 above, or otherwise receiving actual notice of such conviction.
Take appropriate steps to deal with that employee.