| Subject: | DRUG-FREE WORKPLACE POLICY |
| Source(s): | Board Policy 8870 |
It is the policy sof the Board to maintain a drug-free workplace and to comply with the Drug-Free Workplace Act of 1988. Therefore, the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in all Madison Metropolitan School District-sponsored activities and in or on any property owned and operated by the District, including its vehicles.
A controlled substance means a controlled substance in schedules I through V of section 202 of the Controlled Substance Act (21 U.S.C. 812) and as further defined by regulations at 21 C.F.R. 1300.11 through 1300.15.
1. The Board will establish a Drug-Free Workplace Awareness Program to inform employees about:
a. the dangers of drug abuse in the workplace;
b. the District's policy of maintaining a drug-free workplace;
c. any available drug counseling, rehabilitations, and employee assistance programs;
d. disciplinary actions which may be taken for drug abuse violations occurring in the workplace, as well as school-sponsored activities and that such disciplinary action may be imposed prior to the employee being arrested and/or convicted of the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance.
2. All employees and applicants for employment will receive a copy of this Policy, as well as a Notice* and each will be posted in each affected workplace.
* Notice available in Section 4 of manual: Employee Responsibilities, Policy 4.05.
3. It is a condition of employment that all employees will:
a. abide by this policy;
b. notify their supervisor, in writing, of any criminal drug statute conviction for a violation which occurred in this workplace within five days after the conviction. When a supervisor receives such notice, s/he shall notify the Director of Human Resources.
4. The Director of Human Resources will notify the Department of Education or any other Federal agency from which a grant is received and in which grant the employee is involved, within ten days after receiving the notice set forth in paragraph 3 above, or otherwise receiving notice of the conviction.
5. Within thirty (30) days after the Director of Human Resources receives notice as set forth in paragraph 3 that an employee has been convicted, the District will take the following steps:
a. Take the appropriate personnel/disciplinary action against such employee, up to and including termination; or
b. Require that such employee participate satisfactorily in a drug abuse assistance or rehabilitation program provided for such purposes by a federal, state or local health, law enforcement or other appropriate agency.
However, the District will at all times adhere to the rights of the employees as specified under their respective collective bargaining agreements.
October 1992