¾Ã²ÝÈȾòÝÊÓƵ

Summary

Federal law requires that the ¾Ã²ÝÈȾòÝÊÓƵ have a policy on drug and alcohol abuse in the workplace which meets certain statutory requirements. The federal law also mandates that the ¾Ã²ÝÈȾòÝÊÓƵ have a drug and alcohol-free awareness program. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited on all ¾Ã²ÝÈȾòÝÊÓƵ-owned or controlled property and at ¾Ã²ÝÈȾòÝÊÓƵ sponsored or supervised activities. The unlawful possession, use and/or distribution of alcohol is also prohibited on all ¾Ã²ÝÈȾòÝÊÓƵ-owned or controlled property and at ¾Ã²ÝÈȾòÝÊÓƵ sponsored or supervised activities. Violations of this policy may result in discharge or other discipline in accordance with ¾Ã²ÝÈȾòÝÊÓƵ policies and procedures covering the conduct of faculty, staff and students. The ¾Ã²ÝÈȾòÝÊÓƵ has an obligation to provide a healthy and safe environment for all students, employees and visitors to its campuses.

HR Policy Provisions

1. Resources
   The ¾Ã²ÝÈȾòÝÊÓƵ offers resources to employees and students:
   1. education and information about the dangers of drug and alcohol abuse in the workplace;
   2. programs which address unlawful controlled substance and alcohol use, including personnel actions that may result from such violations; and
   3. self-referrals and supervisory referrals to drug and alcohol counseling and rehabilitation programs available through the ¾Ã²ÝÈȾòÝÊÓƵ's Employee Assistance Program and/or community agencies.
      • Such referrals will respect individual confidentiality.
2. Employee’s Obligations
   Each employee engaged in the performance of work supported by a federal grant or contract, as a condition of employment, must abide by the terms of the policy and must notify the ¾Ã²ÝÈȾòÝÊÓƵ of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) days after such conviction.
3. ¾Ã²ÝÈȾòÝÊÓƵ Obligations
   The ¾Ã²ÝÈȾòÝÊÓƵ must notify the contracting agency within ten (10) days after receiving notice from the employee or otherwise receiving actual notice of an employee’s conviction.

See Also

NOTE: The ¾Ã²ÝÈȾòÝÊÓƵ has issued communications providing information related to the recent passage of Amendment 3 in Missouri. The prohibition on marijuana remains in effect for ¾Ã²ÝÈȾòÝÊÓƵ of Missouri property, university-leased property and ¾Ã²ÝÈȾòÝÊÓƵ sponsored or university-supervised activities even though the state of Missouri has legalized both recreational and medicinal marijuana. More information can be found in the press release or FAQs.

Date Created: 09/26/1997
Updated: 07/21/1998; 10/29/2020