I. In accordance with
the Institution's responsibility to provide a healthy, safe and
productive working and learning
environment, the following statements outline Institution
policy regarding substance abuse.
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.)
II. To assist any employee or student who seeks
professional help with substance abuse, the Institution provides
an
Employee Assistance Program (EAP). An employee, student
or family member may contact the EAP staff and be assured of confidentiality.
(See ESAP, for program 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 profession.
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.
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