Articles

Drug and Alcohol Policy

Introduction

The National Labor College (NLC) recognizes drug and alcohol abuse as among the major health hazards in our society. NLC further recognizes the debilitating effects such abuse can have on employees, students, the work place, and the educational environment. It is the intent of this policy to maintain a workplace, and educational environment free from the effects of substance abuse.

The following policy applies to all NLC employees, students, and instructors. In addition, all entities that contract to provide services on NLC grounds or at any off-campus training sites will be required as a condition of the service contract to adopt the following policy with respect to their own employees.

Drug Policy Statement

NLC is committed to a zero tolerance policy with respect to the possession, use, manufacture, or distribution of any illegal controlled substance on the campus and its off-campus training sites or functions, and by NLC employees anywhere they are engaged on NLC business. As a condition of employment and/or participation in NLC activities, all employees, contracted employees, students, and instructors are required to abide by this prohibition. In addition, any employee, contracted employee, student, or instructor who is convicted of a violation of a criminal drug statute based on a violation occurring in the workplace is required to notify the President no later than five days after such conviction.

Any proven violation of this drug policy (either by criminal conviction or by virtue of a finding based on the investigative procedure set forth below) will result in severe sanctions. Any proven violation by an employee or contracted employee may result in his or her dismissal. Any proven violation by a student may result in his or her expulsion. And, any proven violation by an instructor may result in the barring of that individual from participation in NLC activities. In addition, such a violation may result in criminal prosecution.

In an appropriate case, and at the sole discretion of the President, any employee found to have violated this policy may be required to participate in a drug rehabilitation program in lieu of, or in addition to, more severe sanctions. While the NLC in not associated with any rehabilitation program, an Employee Assistance Program is available to employees represented by OPIEU, Local 2, and the President is willing to assist other employees in obtaining information about treatment programs.

Alcohol Policy Statement

NLC is also committed to a zero tolerance policy with respect to alcohol abuse. Alcohol abuse is linked to violence and other abusive and inappropriate behavior, and is strictly prohibited. For the purposes of this policy, alcohol abuse is defined as: (1) any use of alcohol which results in violence or any other abusive behavior toward any other individual on the grounds of NLC, its off-campus training sites, NLC functions and any such use of alcohol by a NLC employee anywhere engaged on NLC business; and (2) any use of alcohol that interferes with the ability of an employee or instructor to do his or her job, or the ability of a student to conduct him or herself appropriately.

Alcohol is permitted in the common areas of the NLC and at NLC functions only when served by an authorized ARAMARK bartender. Alcohol may not be served to individuals who appear to be inebriated and the bartender has the absolute right to refuse to serve any individual. Any proven violation of this probation by an employee, contracted employee, student or instructor may result in sanctions up to and including dismissal, expulsion or barring room participation in a NLC activities, and may include alcohol rehabilitation at the discretion of the President.

Complaint and Investigation Procedure

Violations of the drug and alcohol policy will be investigated by the President’s office. It is the responsibility of all managers and supervisors who have reasonable cause to believe that there has been a violation of the drug and alcohol policy to make an immediate report to the President. Failure to do so may be grounds for discipline up to and including termination. While it is not required that employees, instructors, or students report an violation of the policy, it is strongly encouraged that they do so. Efforts will be made to investigate and resolve a reported violation of the policy in as confidential a manner as is possible consistent with proper investigation of the complaint and with considerations of fairness to the person accused.

The procedure to make such a report is as follows:

  1. If you have reasonable cause to believe that there has been a violation of the policy, you may report the violation to the President, or to any supervisor or manager. It is the responsibility of the management individual who receives the complaint to ensure that the President is promptly informed of the allegations so that an investigation may be conducted.
  2. Retaliation against any individual who complains of a violation of the policy or who provides information during the course of the investigation of the violation of the policy is strictly prohibited. If such retaliation occurs, appropriate corrective action will be undertaken and appropriate discipline or sanctions will be imposed.
  3. The reporting party will be asked to prepare a written statement describing the alleged violation in as much detail as possible and should include the names of witnesses who may have information relevant to the investigation and identify any evidence relevant to the investigation. The person allegedly violating the policy will be informed of the report and will be given the opportunity to respond in writing to the allegations, if he or she chooses, and to submit evidence and the names of witnesses whom he or she believes have relevant information.
  4. An investigation will be undertaken to determine whether there has been a violation of the policy.  The investigation will include interviewing all individuals who may have relevant information.  In addition, the investigation will be conducted promptly and thoroughly, with the intent that the process be completed as quickly as possible.
  5. At the conclusion of the investigation, the President will review the findings.  If the investigation establishes that there has been a violation of the policy, appropriate disciplinary action will be taken.  In appropriate cases, the individual may also be referred for treatment.