Substance Abuse   Email     Print   PDF

Policy Information

• Issue Date: March 18, 1989
• Revision Date: February 13, 2007
• Primary Contact: Director of Human Resources
• Responsible Member of Directorate: President and Director
• Responsible Office: Human Resources

Contents

Overview

A. Alcohol and drug abuse are illnesses and should be treated as such. Furthermore, any form of substance abuse should be diagnosed and treated at the earliest possible stage. 

B. The Institution supports the belief that the majority of individuals who develop alcoholism or drug dependency problems can be helped to recover and that appropriate assistance should be offered. Confidential handling of the diagnosis and treatment of such illnesses is essential. 

C. While the Institution's involvement in an individual's personal behavior begins only when such actions result in unsatisfactory job or academic performance, the Institution will not tolerate the use of an illegal controlled substance in the workplace. (See Drug-Free Workplace, for policy statement.) 

D. The decision to seek diagnosis and to accept treatment for any suspected abuse or illness rests with the individual employee or student. However, refusal to seek treatment when such avoidance contributes to impaired job performance will not be tolerated by the Institution. Performance problems resulting from substance abuse will be dealt with as any other performance problem (i.e. progressive discipline up to and including discharge, see Involuntary Termination, and Progressive Disciplinary Action for details.) 

III. The Institution's medical plans cover many of the costs associated with substance abuse treatment. Sick leave or accrued vacation may be used for time spent in treatment. As with any other illness, in the absence of any accrued time, leave without pay may be requested. 

IV. Supervisors and managers are not qualified to diagnose substance abuses and illnesses or their causes. Diagnosis and treatment are the responsibility of the medical professional. However, in the event an employee's work performance is being adversely affected by a particular behavior, the supervisor has the right to intervene and to recommend that the employee seek professional help. In such cases, the supervisor may refer the employee to the EAP provider or to the Institution's EAP Coordinator. An employee's failure to follow appropriate remedial action to improve his/her performance may result in termination from the Institution.