Difference between revisions of "Drug Free Campus"

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For additional information, contact Human Resources, Employee Relations at 559-4371 or 559-8534 or review the following:
 
For additional information, contact Human Resources, Employee Relations at 559-4371 or 559-8534 or review the following:
  
Procedures #1003 - Drug Free Campus Procedures  
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* [[Drug Free Campus|Procedures #1003 - Drug Free Campus Procedures]]
UNMC Policy No. 1098, Corrective and Disciplinary Action Policy  
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* [[Corrective/Disciplinary Action|UNMC Policy No. 1098, Corrective and Disciplinary Action Policy]]
Procedures #1098 - Corrective and Disciplinary Action Procedures
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* [[Corrective/Disciplinary Action|Procedures #1098 - Corrective and Disciplinary Action Procedures]]
 
   
 
   
  
This page maintained by dkp.
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This page maintained by [http://mailto:dpanowic@unmc.edu dkp].

Revision as of 14:47, August 9, 2012

Human Resources | Safety/Security | Research Compliance | Compliance | Privacy/Information Security | Business Operations | Intellectual Property

Employee Leave | Employee Health and Safety Policy | Employment Policy | Flu Season Policy | Work Schedules | Employee Separation | Compensation Administration | Dress | Employee Grievance Process | Reduction-in-Force | Outside Employment | Political Activities | Employee/Dependent Scholarship | Performance Evaluation | Corrective/Disciplinary Action | Non-Discrimination/Sexual Harassment | Drug Free Campus | Background Check | Recurring/Additional Payment | Employee Recognition and Reward Policy | Tobacco-Free Campus | Nepotism | Consensual Relationships | AIDS, HIV, and Other Bloodborne Pathogens | Personnel Action Documentation | Fitness for Duty


Policy No: 1003
Effective Date: 10/17/03
Revised Date: 10/26/10
Reviewed Date: 10/26/10


Purpose

1.1 The University of Nebraska Medical Center (UNMC) is committed to providing a Drug Free Campus.

Scope

2.1 This policy is applicable to all UNMC students and employees to include Office/Service, Managerial/Professional, Faculty, and Other Academic positions. It also may apply to campus visitors like applicants for educational programs, applicants for employment, volunteers, and vendors.

Basis of the Policy

3.1 The University of Nebraska desires to provide an alcohol and drug-free, healthy, safe, and secure work environment and has established a code of conduct for all campuses of the University of Nebraska system. UNMC will comply with all federal and state laws, regulations and orders, including the policies of the Board of Regents which pertain to providing a drug free campus.

Authorities and Administration

4.1 The UNMC Human Resources' Division Director of Employee Relations is responsible for the administration, implementation, and maintenance of the Drug Free Campus Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance.

Policy

5.1 Drug Free Workplace:

UNMC prohibits employees from the unlawful manufacture, distribution, dispensation, possession, or use of alcohol and/or a controlled substance on UNMC property. The term "substance" refers to drug or chemical compounds that are controlled by local, state, or federal law. UNMC complies with the Drug-Free Workplace Act of 1988, as amended.


Conviction of a crime related to the unlawful manufacture, distribution, dispensation or use of alcohol and/or a controlled substance may result in a fine, a prison sentence, or both.



5.2 UNMC Position on Chemical Dependency:

UNMC supports the position that chemical dependency is a disease that can endanger the health and well being of students, employees, and faculty and can have a negative effect on the public they serve. UNMC advocates treatment and rehabilitation for affected students, employees, and faculty in a manner that first protects the public, while allowing a reasonable opportunity for recovery and re-entry into the workplace/classroom. Chemical dependency is recognized as a disease, and employee relations issues will be administered from this philosophy and in accordance with all legal requirements of state and federal law.


UNMC does not illegally discriminate in its academic program or employment practices against individuals who are in recovery from chemical dependency. UNMC takes a community leadership role in health care professional education, research, and public education about substance use, abuse, and dependency.


UNMC has established a Faculty/Employee Assistance Program (F/EAP) to coordinate/oversee treatment and rehabilitation for affected employees and faculty, and a Student Counseling Program to coordinate/oversee treatment and rehabilitation for affected students in a manner that first protects the public, while allowing a reasonable opportunity for recovery and re-entry into the workplace/classroom.

5.3 Employee Requirements for a Drug-free Workplace:

Compliance with this policy is a term and condition of employment at UNMC.

UNMC employees must notify their department heads of any criminal drug statute convictions for violations occurring in the workplace no later than five (5) days after such conviction. Under the compliance provisions of the Drug-Free Workplace Act of 1988, UNMC shall notify the appropriate federal agency within ten (10) days of receiving notice of a criminal conviction for a violation occurring in the workplace for employees who are paid under federally-funded grants. 5.4 Employment Actions as Part of the Drug-free Workplace:

UNMC employees will be subject to the corrective and disciplinary action as outlined in the Corrective and Disciplinary Policy.


Any violation of the Employee Health and Safety Policy, including unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance on the UNMC campus, any criminal drug statute conviction for a violation occurring in the workplace, or working while under the influence of alcohol or a controlled substance, can result in disciplinary actions up to and including termination for cause.


As a part of a Corrective and Disciplinary Action - Written Notice for workplace behavior or work product, supervisors and managers may require that the employee meet with and follow recommendations made by the F/EAP staff. F/EAP recommendations, which may be required as a condition of continued employment, include the following:

Completion of chemical dependency and/or psychological evaluations and compliance with recommendations Completion of an inpatient or outpatient chemical dependency treatment program Involvement in support groups such as Alcoholics Anonymous, Narcotics Anonymous, etc., follow up in the F/EAP Random blood and/or urine drug screens

UNMC employees are expected to meet performance standards and comply with UNMC policies and procedures. Supervisors and managers will administer corrective and disciplinary action, up to and including termination, according to the UNMC Corrective and Disciplinary Action Policy.

Equal Employment Opportunity

6.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited. For additional information, contact Human Resources, Employee Relations at 559-4371 or 559-8534 or review the following:


This page maintained by dkp.