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Substance Abuse Policy

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Substance Abuse Policy


AMARILLO COLLEGE
 
                                           SUBSTANCE ABUSE PREVENTION PROGRAM
 
Amarillo College is totally committed to providing a learning and working environment that is free of any alcohol or drug abuse. Through the use of communication and training, the Substance Abuse Prevention Program is designed to enlighten students and employees as to the personal and community risks of alcohol and drug abuse and to provide the necessary procedure when violation of the Amarillo College Substance Abuse Policy occurs. This program will be reviewed and modified every two years for effectiveness and compliance. The Substance Abuse Policy as approved by the Amarillo College Board of Regents on August 21, 1990, is stated below.
 
 
                                                    SUBSTANCE ABUSE POLICY
 
The policy of the Amarillo Junior College District is to provide all students and employees with an environment that is free of substance abuse. The illegal use of controlled substances on Amarillo College campuses subjects the College, its students, and employees to unacceptable risks of accidents, interferes with the learning and working environments, and is inconsistent with the behavior expected of persons associated with the College. Drug or alcohol testing of employees shall be administered if there is reasonable suspicion of substance abuse. The College retains the right to screen prospective employees in key employment areas (*) through drug and/or alcohol tests.
 
An employee who is determined by testing to be under the influence of a controlled substance, or who is involved in the sale, possession, distribution, purchase, dispensation, manufacture or transfer of controlled substances, as defined by state or federal law, on College property or property under College control will be subject to disciplinary action up to and including termination of employment.
 
Any employee who is convicted of or pleads guilty or nolo contendere to a controlled substance-related violation in the workplace under state or federal laws, must notify the Director of Administrative Services/Human Resources within five days of such a conviction or plea. Failure to notify the Director of Administrative Services/Human Resources of conviction, guilt or nolo contendere to a controlled substance-related violation in the workplace is grounds for suspension and/or termination of employment. Employees who are convicted of or plead nolo contendere to such drug related violation and whose employment is not terminated must successfully complete the Amarillo College Employee Assistance Program as a condition of continued employment.
 
Student behavior with regard to substance abuse will be governed by the provisions contained in Amarillo College Students Rights and Responsibilities.
 
This Policy will be administered under the provisions of the Amarillo College Substance Abuse Prevention Program.   Amarillo College is aware of and values the atmosphere of respect and trust that exists among the students, faculty, classified and administrative employees at the College.    Due process will include the possibility of rehabilitation for all appropriate cases.
 
*Key employment areas include physical plant operations, maintenance, building and grounds maintenance, custodial, safety and security, areas involving confidential and/or classified data, transportation involving College activities, supervision of students in situations involving working with and/or handling dangerous chemicals, high-voltage electrical equipment, radio/tv equipment, electrical equipment, physical education activities, welding and automotive repair.


Student Responsibilities
 
Each student is given a copy of the Amarillo College Student Rights and Responsibilities. This publication describes the applicable code of conduct and the Student Assistance Program as they relate to substance abuse education and prevention and discipline.
 
Employee and Applicant Statement
 
All College employees including non-appointed employees and student workers will be provided a copy of the Amarillo College Substance Abuse Prevention Program and will attest as a condition of continued employment that they:
 
1.         have read and understand the Substance Abuse Policy and
2.         accept and fully abide with the Policy provisions.
 
Upon application for employment, all applicants will be provided a copy of the Amarillo College Substance Abuse Policy and will attest as a condition of employment that they:
 
1.         have read and understand the Policy,
2.         are not currently abusing any controlled substance, and
3.         accept and fully abide with the Policy provisions.
 
Orientation of New Employees
 
Explanation of the Substance Abuse Prevention Program will be part of the new employee orientation procedure for all Board-appointed personnel.
 
Continuing Education Awareness
 
Managers and supervisors will be presented periodic programs relative to substance abuse and the supervisor-employee relationship. Staff development programs about substance abuse will be made available annually for employees. At least once annually, written materials relating to substance abuse will be sent to all College employees including student workers.
 
Legal Sanctions
 
Local, State, and Federal laws have been passed to govern the use of alcohol and drugs. All College students and employees are subject to those laws. Since the laws may change from time to time, it is the responsibility of each student and employee to stay abreast of these changes and to abide by all laws currently in effect. Attachment 1 contains the most recent list of applicable laws for information purposes.
 
Health Risks Associated with Substance Abuse
 
Certain health risks are directly and indirectly associated with substance abuse. To make students and employees aware of those health risks, Attachment 2 contains information about the wide range of illnesses and other effects of substance abuse.
 

 

Resources Available
 
In addition to the Employee and Student Assistance Programs, there are other resources available to anyone who needs assistance in dealing with a substance abuse problem. These resources include counseling, treatment, and rehabilitation opportunities. Attachment 3 contains the list of agencies and resources for the treatment of alcohol and drug abuse.
 
Drug Testing and Disciplinary Sanctions
 
Drug or alcohol testing of employees or job applicants shall be administered only if there is reasonable suspicion of substance abuse. All testing will be done in a laboratory approved by the National Institute of Drug Abuse (NIDA) and in accordance with their standards. Test results will be confidential and available only to personnel with an official need to know.
 
An employee or job applicant who is asked to submit to drug or alcohol testing under the provisions of this program is entitled to refuse to undergo such testing. However, the College shall explain to such individuals in writing that such refusal will be treated as a failure to comply with a lawful directive and will be considered cause not to hire a job applicant, or in the case of an employee, cause for disciplinary action in accordance with policies set forth in the applicable employee handbook, up to and including termination of employment.
 
The College will not use a positive test result for an initial drug-screening test that has not been verified by a confirmatory test as grounds for disciplinary action. If the results of a confirmatory test are positive, an employee may:
 
1.         request further re-testing (at his/her own expense)
2.         offer a written explanation for the positive results, or
3.         request permission to participate in an alcohol or drug abuse treatment and rehabilitation program under the College's Employee Assistance Program.
 
Employees who enter a voluntary alcohol or drug abuse treatment and rehabilitation program under the College's Employee Assistance Program and who do not follow the instructions provided by their drug or alcohol counselors, or who fail to remain drug or alcohol free, shall be subject to immediate termination of employment. Employees will have only one opportunity to participate in such voluntary rehabilitation program. Upon completion of alcohol or drug abuse rehabilitation, the employee shall be subject to alcohol and/or drug testing at the discretion of the College for two years.
 
Employee Assistance Program (EAP)
 
In recognition of the serious threat to the College and to society as a whole that is posed by drug and alcohol abuse, Amarillo College is making a determined effort to deal with the problem not only through a disciplinary approach but through a therapeutic approach as well. In 1987, the College instituted the Employee Assistance Program (EAP) to train supervisors to identify and refer to the EAP those employees who are experiencing personal problems serious enough to interfere with their work performance. The EAP also provides confidential assistance to employees and their families who are struggling with drug or alcohol abuse or other personal problems. Employees or members of their families may utilize the Employee Assistance Program by calling Lynn Thornton (Office: 371-5044) or Brenda Bussey (Office: 371-5046).
 
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[Substance Abuse Policy]
Health Risks of Drugs/Alcohol - Resources for Treatment
Applicable Laws Concerning Alcohol/Drug Abuse
Created By corey -- Jul/13/05
Last updated by bcbussey -- May/29/09