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Board Policies

Updated

Adoption Date: 06/22/2021

Revision History: 02/22/22 (reviewed), 12/13/22 (reviewed), 12/12/23 (reviewed)

A superintendent or designee who suspects an employee has a substance abuse problem will follow these procedures:

  1. Identification - the superintendent or designee will document the evidence the superintendent or designee has which leads the superintendent or designee to conclude the employee has violated the Substance-Free Workplace policy. After the superintendent or designee has determined there has been a violation of the Substance-Free Workplace policy, the superintendent or designee will discuss the problem with the employee.
  2. Discipline - if, after the discussion with the employee, the superintendent or designee determines there has been a violation of the Substance-Free Workplace policy, the superintendent or designee may recommend discipline up to and including termination [or may recommend the employee seek substance abuse treatment]. Participation in a substance abuse treatment program is voluntary.
  3. Failure to participate in referral – if the employee refuses to participate in a substance abuse treatment program or if the employee does not successfully complete a substance abuse treatment program, the employee may be subject to discipline up to and including termination.
  4. Conviction - if an employee is convicted of a criminal drug offense committed in the workplace, the employee must notify the employer of the conviction within five days of the conviction.
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