Article 23: Drug/Alcohol Policy

23.1

The College required to maintain a drug/alcohol free workplace in accordance with the Drug Free Workplace Act of 1988. Employees are prohibited from possession, consumption and/ or being under the influence of drugs/alcohol while on the College's premises or during time paid by the College. Violation of this prohibition may result in disciplinary action up to and including termination.

23.2

The College's response to any violation of the drug/alcohol policies may include, as a total or partial alternative to disciplinary action, a requirement that the employee satisfactorily participate in and complete the Employer approved substance abuse treatment or rehabilitation program as a condition of continued employment. Failure of the employee to successfully complete a substance abuse treatment or rehabilitation program may result in termination of employment.

23.3

It is recognized that the College may promulgate additional drug/alcohol policies and procedures including post-accident testing is work related in order to ensure a drug/ alcohol free workplace. Such additional policies and procedures may include a provision for random drug testing for employees in safety sensitive positions or employees required to maintain a commercial drivers license.

23.4

Prior to implementation of additional policies and procedures, the Union will be given the opportunity to review the proposed policies and/or procedures and provide input to the Human Resources Director.

23.5

The College may, at its sole discretion, administer drug/alcohol testing when there is a reasonable suspicion that an employee is in possession of, consuming or under the influence of drugs and/or alcohol. Failure of an employee to cooperate in such testing shall result in the employee's termination.

23.5.1

A referral for testing will be based on contemporaneous, articulable observations of the employee's appearance, behavior, speech or body odor. Such referrals will be made by personnel who have received training concerning the signs and symptoms of drug/alcohol use. A management/supervisory employee who believes there is reasonable suspicion for a drug test is required to consult with another management/supervisory employee before requiring a reasonable suspicion drug test.

23.6

An employee's self referral to the Employee Assistance Program shall not preclude pending or imminent disciplinary action. An employee who self refers will be required to successfully participate and complete a treatment program and periodic testing program at the direction of the EAP counselor as a condition of continued employment.

23.7

Employees in this bargaining unit, who in the regular course of their job duties, install and maintain electricity, natural gas and alarms and locks are identified as safety sensitive. The safety sensitive positions are identified as:

Alarm Technician
Locksmith
Maintenance Electrician
Maintenance III
Master Plumber

23.7.1

These employees are subject to random drug testing as a condition of continued employment. This provision will not be used as a pretext for random drug testing of other positions in the bargaining unit.