140.0 SUBSTANCE ABUSE POLICY
INTRODUCTION
The use of illegal substances or alcohol on KSU premises or in the performance of one's job on or off KSU's premises creates an undue liability and unsafe situation. Such behavior is explicitly in violation of KSU's work rules and policy on substance abuse. This provision does not include the authorized use of alcoholic beverages at University-sponsored functions or activities.
A. PURPOSE
The intent of this policy is to
- Provide clear guidelines and consistent procedures for handling incidents of controlled substances that affect job performance and make every effort to institute and maintain a drug-free workplace;
- Ensure that employees conform to all state and federal regulations regarding alcohol, drugs, or controlled substances.
The University is required by law to provide a safe and healthy work environment for its employees. In addition, the University has a vital interest in ensuring a safe, healthy and efficient working environment for its employees and customers. For these reasons, the University has established a drug and alcohol free workplace policy.
In accordance with this policy, employees are prohibited from engaging in the unlawful or unauthorized manufacture, distribution, dispensation, solicitation, sale, transfer or possession of controlled substances and/or alcoholic beverages while on University paid time, on University premises, in University vehicles, or while engaged in University activities
B. SCOPE
All KSU employees and visitors.
C. PROCEDURES
- Employees also are prohibited from reporting for duty or remaining on duty when the employee uses drugs or alcohol, except when the use is pursuant to the instructions of a licensed medical practitioner and such use does not create a danger of injury to the employee or others.
- Employees using medication which may impact their ability to perform their job safely must notify their supervisor without disclosing the identity of their medication. The employee will be required to obtain documentation from his or her physician which provides that the medication will not interfere with the employee's ability to perform his or her job safely or provides any work restrictions. An employee may continue to work if it is determined that the medication will not adversely affect the employee's performance or if it is determined that a reasonable accommodation can be made.