Common use of Alcohol and Substance Policy Clause in Contracts

Alcohol and Substance Policy. Voluntary use of alcohol or the illegal use of controlled substances (not in accordance with a physician's prescription while in the workplace) which causes intoxication, or impairment, poses a risk to the students, the Board, the employee, and other employees. Recognizing that alcohol and substance abuse may be an illness, it is both the Board and Association's goal to prevent and rehabilitate. All bargaining unit employees who have been convicted or found guilty by a court of possession or use of illegal drugs or use of a controlled substance not in accordance with a physician's prescription (on or off duty) will be subject to appropriate disciplinary action, up to and including termination. In case that an employee's conviction or verdict for possession or use of illegal drugs is overturned on appeal, the employee shall be reinstated without penalty. All bargaining unit employees who are found to be intoxicated or impaired on school premises will be subject to appropriate disciplinary action, up to and including termination. Employees who seek voluntary assistance may not be disciplined solely for seeking such assistance, and this information shall be maintained as confidential in accordance with federal law. Employees enrolled in alcohol or substance abuse program shall be subject to all Board rules and regulations of job performance standards with the understanding that an employee enrolled in such a program is receiving treatment for an illness. All bargaining unit employees will be informed of this policy and will be provided with information and inservice programs concerning the impact of the use of substances on job performance. Once an employee has gone through rehabilitation, the employee may be requested to submit to drug testing at the Board's expense for a period of up to five (5) years. An employee accused of being in violation of this provision shall be afforded due process.

Alcohol and Substance Policy. Voluntary use of alcohol or the illegal use of controlled substances (not in accordance with a physician's prescription while in the workplace) which causes intoxication, or impairment, poses a risk to the students, the Board, the employee, and other employees. Recognizing that alcohol and substance abuse may be an illness, it is both the Board and Association's goal to prevent and rehabilitate. All bargaining unit employees who have been convicted or found guilty by a court of possession or use of illegal drugs or use of a controlled substance not in accordance with a physician's prescription (on or off duty) will be subject to appropriate disciplinary action, up to and including termination. In case that an employee's conviction or verdict for possession or use of illegal drugs is overturned on appeal, the employee shall be reinstated without penalty. All bargaining unit employees who are found to be intoxicated or impaired on school premises will be subject to appropriate disciplinary action, up to and including termination. Employees who seek voluntary assistance may not be disciplined solely for seeking such assistance, and this information shall be maintained as confidential in accordance with federal law. Employees enrolled in alcohol or substance abuse program shall be subject to all Board rules and regulations of job performance standards with the understanding that an employee enrolled in such a program is receiving treatment for an illness. All bargaining unit employees will be informed of this policy and will be provided with information and inservice in-service programs concerning the impact of the use of substances on job performance. Once an employee has gone through rehabilitation, the employee may be requested to submit to drug testing at the Board's expense for a period of up to five (5) years. An employee accused of being in violation of this provision shall be afforded due process.