Drug and Alcohol Policy For a Drug-Free Workplace As Required by the Federal Drug-free Workplace Act of 1988 (Public Law 101-690)
Drug & Alcohol Policy for a Drug-Free Workplace The following Drug-Free Workplace Policy is to notify all employees, faculty, and students that pursuant to the Federal Drug-Free Workplace Act of 1988 (Public Law 101-690) and California Drug-Free Workplace Act of 1990, Church Divinity School of the Pacific prohibits the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance in the workplace, on school property, or as part of any school activity. Church Divinity School of the Pacific similarly prohibits the unlawful use, possession, and distribution of alcohol in the workplace, on school property, or as part of any school activity, as well as any other unlawful conduct involving alcohol. For the purpose of this statement, the site for performance of work done in connection with grants, and thus the drug-free workplace, consists of all locations where Church Divinity School of the Pacific does business. This includes, but is not limited to all lecture classrooms, computer labs, editing/video labs, parking lot, all administrative offices, dormitories, corridors, storage rooms, and any space to be added in the future. Health Risks: The abuse of narcotics, depressants, stimulants, hallucinogens, or alcohol can cause serious detriment to a person s health. The health risks associated with the misuse of the previously mentioned drugs vary but include, and are not limited to: convulsions, coma, paralysis, irreversible brain damage, tremors, fatigue, paranoia, insomnia, and possible death. Drug and alcohol abuse is extremely harmful to a person s health, interferes with productivity and alertness, and working while under the influence of drugs or alcohol could be a danger to the employee, faculty, or student under the influence and fellow workers, faculty, and students. A list of the additional dangers and symptoms relative to use/abuse of the common narcotics, depressants, stimulants, hallucinogens, or alcohol is available in the Church Divinity School of the Pacific s Human Resources Office. Drug Conviction Notification and Imposed Sanctions: Any employee, faculty or student must notify Church Divinity School of the Pacific of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such a conviction. Within 30 days after receiving notice of an employee, faculty, or student conviction, Church Divinity School of the Pacific will impose corrective measures on the employee, faculty, or student convicted of drug abuse violations in the workplace by: 1. Taking appropriate action against the employee, faculty or student up to and including expulsion or termination of employment and referral for prosecution and/or
2. Requiring such employee, faculty, or student to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes be a federal, state of local health, law enforcement, or other appropriate agency. Laws relating to Drug Violations: A list of violation codes associated with the unlawful manufacture, distribution, dispensing, possession or use of any controlled substance is available in the Church Divinity School of the Pacific Human Resources Office. Any employee, faculty or student violating any of the described laws of the Health and Safety Code or the Business and Professional Code could be subject to fines and imprisonment. Rehabilitation: Church Divinity School of the Pacific will reasonably accommodate any employee, faculty, or student who volunteers to enter an alcohol or drug rehabilitation program, provided the reasonable accommodation does not impose undue hardship on Church Divinity School of the Pacific. Reasonable accommodation could include time off without pay and adjustment of working hours. The employee, faculty or student may use whatever sick time he/she is entitled. Church Divinity School of the Pacific will take reasonable measures to safeguard the privacy of the employee, faculty or student concerning enrollment in an alcohol or drug rehabilitation program. Resources: Merritt Peralta Institute s Chemical Dependency Department -510/869-8850 Alcoholics Anonymous 510/839-8900 Narcotics Anonymous 510/444-4673 SEMINARY POLICY ON SUBSTANCE ABUSE AND INTERVENTION Consistent with the policy of the Episcopal Church, CDSP recognizes alcoholism and chemical addiction as a treatable illness of body, mind, and spirit, and an illness that affects all members of a community who are involved with a chemically dependent person. Therefore, we are committed as an institution to addressing substance abuse and the illness of chemical dependency, and to addressing it as honestly as we can when it confronts us in our community. Since one of the chief characteristics of chemical addiction is denial, the individuals who are chemically dependent are not always capable of seeing their alcohol/drug problem and the damage it is causing, nor can they work it out alone. Once the illness is recognized, it is essential that there be a strong but compassionate confrontation regarding the reality of the person's situation. Poor job
performance or inappropriate behaviors are signals that intervention may be appropriate. However, seeking or accepting treatment for alcohol/drug dependency is viewed as a positive action on the part of the staff member. An informal approach may be a personal pastoral intervention, to express concern and urge selfreferral. This is the responsibility of anyone who cares, such as peers, family, supervisors, faculty, etc. Strict confidentiality must be preserved. A formal approach will be a pastoral intervention coordinated by the President and Dean, and carried out under the supervision of a competent and trained professional. The fact of the intervention and whatever results from it will be kept confidential by the seminary. At present, medical insurance policies offered to students, faculty, and staff will contain provisions for hospitalization and treatment for chemical dependency. Refusal of treatment (such as in-patient or out-patient care, Alcoholics Anonymous, counseling, etc.) is not a cause for severance from the seminary. In all cases severance discussions will be based on performance. Suspected alcohol/drug dependency may not be raised during an employee s evaluation. Inappropriate behavior or poor performance may be a factor, but confrontation about suspected alcohol/drug dependency should take place outside the evaluation process.
Acknowledgement of Receipt Church Divinity School s Drug and Alcohol Policy for a Drug-Free Workplace By signing this document the employee, faculty member or student agrees to abide by Church Divinity School of the Pacific s Drug and Alcohol Policy for a Drug-Free Workplace and understands the sanctions associated with violating such policy. (Printed Name) (Position) (Signature) (Date)