330.2  Drug-Free Workplace Policy

It is the intention of Goshen College to provide a drug-free environment and to help all employees be active participants in the implementation of a drug-free standard.  The use of any drug, including alcohol and tobacco, can interfere with the safe and efficient functioning of Goshen College’s personnel.  Since Goshen College’s goal is to provide a safe workplace and have employees function in the most effective manner, drug abuse including alcohol is Goshen College’s concern and will be dealt with appropriately.

While Goshen College has no intention of intruding into the private lives of our employees, we do expect employees to support Goshen College’s "Commitment to Community Standards," and to report for work in a condition to perform their duties.  We do recognize that employee off-the-job and on-the-job involvement with drugs and alcohol can have an impact on the workplace, on Goshen College’s witness in the community and on our ability to meet our goal of a safe, drug- and alcohol-free work environment.

Goshen College will work with employees on an individual basis to select the appropriate agency or counselor for working with employees and their families who are experiencing serious personal problems, including alcohol and drug dependency.  This program is voluntary and confidential.  Early use of the program will insure that human and financial loss may be kept at a minimum.

Employees who voluntarily request assistance in dealing with a personal drug addiction, including alcohol, problem may receive counseling without jeopardizing continued employment with Goshen College, provided they stop all involvement with such substances.  Certification from a licensed medical professional will be required for an employment undergoing treatment to continue or resume employment. A medical leave of absence may be granted upon request of the employee to enter a treatment program.

Goshen College’s policy:

1. The illegal use, sale or possession of narcotics, drugs or controlled substances; or the unauthorized use or possession of alcohol or tobacco while on the job or on Goshen College property is proper cause for administrative or disciplinary action up to and including termination of employment.  Any employee suspected of being under the influence of drugs, including alcohol, while on Goshen College property or while on duty may be requested to submit to a medical test to determine fitness for duty.  Refusal to submit to a medical test is considered an act of insubordination and/or an admission of guilt.  Additionally, Goshen College may inspect the person and personal belongings of any employee suspected of possessing alcohol or other drugs on our property or at any time while on duty.  Illegal substances confiscated will be turned over to the appropriate law enforcement agency.
2. Some of the drugs which are illegal under federal, state or local laws include among others:  marijuana, heroin, hashish, cocaine, and hallucinogens, as well as depressants and stimulants not prescribed for current personal treatment by accredited physicians.
3. Off-the-job drug uses, including alcohol, adversely affects an employee’s job performance and could jeopardize the safety of other employees, the public or Goshen College property and standards.  Therefore, any employee reporting to work under the influence of alcohol, narcotics or unprescribed drugs will be subject to medical testing and disciplinary action up to and including termination.Employees who are convicted for off-the-job drug activity, including alcohol, may be considered in violation of this policy.  In deciding what action to take, management will take into consideration the nature of the conviction, the employee’s present job assignment, the employee’s record with Goshen College and other factors relative to the impact of the employee’s conviction upon the conduct of Goshen College business.
4. Employees who are arrested for off-the-job drug activity, including alcohol abuse, may be suspended or terminated in appropriate cases pending disposition of the criminal prosecution.
5. Employees undergoing medical treatment with a drug or controlled substance, which may alter their physical or mental ability, must report this fact to their supervisor.  The supervisor, in consultation with the department director and director of human resources, shall determine whether the employee can continue his/her regular job, be reassigned to another job or be placed on sick leave if there is no available job which the employee can safely perform.

Goshen College believes employees must adhere to strict standards of conduct on and off the job to meet our goal of providing a safe work environment and to continue to fulfill our responsibility to provide efficient and reliable energy services to our customers.

It is further understood that all employees will abide by the terms of the statement and will notify the Goshen College director of human resources of any criminal drug statute conviction for any violations within five days of a conviction.  Goshen College will further do all required notifications within 10 days of such conviction.  Goshen College will further take one of the following actions within 30 days of receiving notification from the employee:

1. Taking appropriate personnel action against such an employee, up to and including termination; or
2. Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State, or local health, law enforcement, or other appropriate agency.

Goshen College will attempt to make a good faith effort to continue to maintain a drug-free workplace through implementation of this policy.

This certification is required by the regulations implementing the Drug-Free Workplace Act of 1988, 34 CFR Part 85, Subpart F.  The regulations, published in the January 31, 1989, Federal Register require certification by grantees, prior to award, that they will maintain a drug-free workplace.  False certification or violation of the certification shall be grounds for suspension of payments, suspension or termination of grants, or government wide suspension or debarment (see 34 CFR Part 85, Sections 85.615 and 85.620).