Drug-Free Workplace Policy
Purpose and Goal
Lindsey Wilson College is committed to protecting the safety,
health and well being of all employees and other individuals in our
workplace. We recognize that alcohol abuse and drug use pose a
significant threat to our goals. We have established a drug-free
workplace program that balances our respect for individuals with
the need to maintain an alcohol and drug-free environment.
- Lindsey Wilson College encourages employees to voluntarily seek
help with drug and alcohol problems.
Any individual who conducts business for the organization, is
applying for a position or is conducting business on the
organization's property is covered by our drug-free workplace
policy. Our policy includes, but is not limited to executive
management, managers, supervisors, full-time employees, part-time
employees, off-site employees, contractors, volunteers, interns and
Our drug-free workplace policy is intended to apply whenever
anyone is representing or conducting business for the organization.
Therefore, this policy applies during all working hours, whenever
conducting business or representing the organization, while on
call, paid standby, while on organization property and at
It is a violation of our drug-free workplace policy to use,
possess, sell, trade, and/or offer for sale alcohol, illegal drugs
Any employee who is convicted of a criminal drug violation in
the workplace must notify the organization in writing within five
calendar days of the conviction. The organization will take
appropriate action within 30 days of notification. Federal
contracting agencies will be notified when appropriate.
Entering the organization's property constitutes consent to
searches and inspections. If an individual is suspected of
violating the drug-free workplace policy, he or she may be asked to
submit to a search or inspection at any time. Searches can be
conducted of pockets and clothing, lockers, wallets, purses,
briefcases and lunchboxes, desks and work stations and vehicles and
One of the goals of our drug-free workplace program is to
encourage employees to voluntarily seek help with alcohol and/or
drug problems. If, however, an individual violates the policy, the
consequences are serious.
In the case of applicants, if he or she violates the drug-free
workplace policy, the offer of employment can be withdrawn. The
applicant may not reapply.
If an employee violates the policy, he or she will be subject to
progressive disciplinary action and may be required to enter
rehabilitation. An employee required to enter rehabilitation who
fails to successfully complete it and/or repeatedly violates the
policy will be terminated from employment. Nothing in this policy
prohibits the employee from being disciplined or discharged for
other violations and/or performance problems.
Lindsey Wilson College recognizes that alcohol and drug abuse
and addiction are treatable illnesses. We also realize that early
intervention and support improve the success of rehabilitation. To
support our employees, our drug-free workplace policy:
- Encourages employees to seek help if they are concerned that
they or their family members may have a drug and/or alcohol
Treatment for alcoholism and/or other drug use disorders may be
covered by the employee benefit plan. However, the ultimate
financial responsibility for recommended treatment belongs to the
All information received by the organization through the
drug-free workplace program is confidential communication. Access
to this information is limited to those who have a legitimate need
to know in compliance with relevant laws and management
A safe and productive drug-free workplace is achieved through
cooperation and shared responsibility. Both employees and
management have important roles to play.
All employees are required to not report to work or be subject
to duty while their ability to perform job duties is impaired due
to on- or off-duty use of alcohol or other drugs.
In addition, employees are encouraged to:
- Be concerned about working in a safe environment.
- Support fellow workers in seeking help.
- Report dangerous behavior to their supervisor.
It is the supervisor's responsibility to:
- Inform employees of the drug-free workplace policy.
- Observe employee performance.
- Investigate reports of dangerous practices.
- Document negative changes and problems in performance.
- Counsel employees as to expected performance improvement.
- Clearly state consequences of policy violations.
Communicating our drug-free workplace policy to both supervisors
and employees is critical to our success. To ensure all employees
are aware of their role in supporting our drug-free workplace
- All employees will receive a written copy of the policy.