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Drug-free Workplace

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Policy Information
  • Issue Date: May 9, 2005
  • Primary Contact: Director of Human Resources
  • Responsible Member of Directorate: President and Director
  • Responsible Office: Human Resources
Contents
Policy Information
Overview


Overview

I. General 

The passage of the Drug-Free Workplace Act of 1988, requires the Institution, as a federal contractor, to certify that it operates a drug-free working and learning environment. Failure to comply with the terms and conditions of the Act may result in the suspension or loss of federal funds or the debarment of the Institution from receipt of any federal funds. 

II. Policy 

A. The Institution prohibits the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance in the workplace. As defined, the workplace includes any location where an employee or student is working and receiving funds from the Institution. 

B. All Institution personnel, including students and guests, are affected by this regulation and are expected to comply as a condition of continuing their affiliation with the Institution. Notification of the terms and conditions of the Act are distributed to all Institution personnel and students on an annual basis. 

C. In the event that an Institution employee or student has been convicted of any drug violation in the workplace, that person must notify the Human Resources Manager within five days of the conviction. Appropriate Institution action, from participation in a drug rehabilitation program to disciplinary action up to and including discharge, will take into consideration the nature and severity of the conviction. (See Involuntary Termination, and Substance Abuse, for more information.) 

III. Drug Counseling/Rehabilitation

A. In recognition that any form of drug abuse is dangerous to the health and well-being of all Institution personnel, the Institution has contracted with an Employee and Student Assistance Program provider to conduct periodic educational workshops and to provide counseling as necessary. (See Employee and Student Assistance Program, for a description of services.) Other assistance is also available from the HR Manager /EEO Officer and the Human Resources Office. 

B. The Institution has an obligation to inform the appropriate funding agency in the event of an employee's conviction of a drug violation in the workplace. Such notification must be within ten days of the employee's conviction or within ten days of actual knowledge of such conviction. 

C. The funding agency has the authority to impose sanctions on the Institution if, in the agency's view, the Institution has not demonstrated a good faith effort to be in compliance with the Drug-Free Act. Those sanctions range from suspension of grant payments, to grant/contract terminations, to debarment. A debarred grantee or contractor may be declared ineligible to receive federal grants or contracts for as long as five years. 

D. Questions regarding the Institution's drug-free policy are to be addressed to the Human Resources Office. Questions concerning drug counseling or rehabilitation are to be directed to the HR Manager/EEO Officer.

Should you require assistance in the interpretation of this procedure, please contact Human Resources.



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Last updated: February 8, 2010
 


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