OverviewI. 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.II. To assist any employee or student who seeks professional help with substance abuse, the Institution provides an
Employee and Student Assistance Program (ESAP). An employee, student or family member may contact the ESAP 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 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.
Should you require assistance in the interpretation of this procedure, please contact your Human Resources Representative.