Employee EducationDrug-Free Workplace

Provided by the Office of the Assistant Secretary for PolicyU.S. Department of Labor

Amended for use by Eastern Oklahoma State College

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Employee Education Outline

Objectives of training Overview of Drug-Free Workplace Policy Assistance Confidentiality

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Objectives of Training

The requirements of the Drug-Free Workplace Policy What types of assistance may be available

At the end of the training, employees should be familiar with the Drug-Free Workplace Policy and aware of the dangers of alcohol and drug abuse. Employees should understand:

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Overview of Drug-Free Workplace Policy

Sends a clear message that alcohol and drug use in the workplace is prohibited

Encourages employees who have problems with alcohol and other drugs to voluntarily seek help

The Drug-Free Workplace Policy accomplishes two major things:

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The Drug-Free Workplace Policy exists to:

Protect the health and safety of all employees, students and the public

Safeguard employer assets from theft and destruction

Maintain school integrity and reputation Comply with the Drug-Free Workplace Act of

1988 or any other applicable laws

Purpose and Goal

Protect the safety, health and well-being of all employees and other individuals in our workplace.

Balancing our respect for individuals while maintaining an alcohol and drug-free environment.

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Who is covered by this policy?

Any individual who conducts business for the school

Any individual applying for a positionAny individual conducting business on the

school’s property

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When does the policy apply?

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During all working hoursWhen conducting business or representing

the schoolOn callPaid standbyOn school propertySchool-sponsored events

What behavior is prohibited?

It is a violation to use, possess, sell, trade, and/or offer for sale alcohol, illegal drugs or intoxicants.

Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or according to a physician’s prescription.

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Notification of convictions?

Employees convicted of a criminal drug violation in the workplace must notify the organization in writing within 5 calendar days of the conviction.

Appropriate action from employer will be taken within 30 days of notification.

Federal contracting agencies will be notified when appropriate.

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Does the policy include searches?

Entering the organization’s property constitutes consent to searches and inspections.

Pockets, clothing, desks, work stations, vehicles and other items may be searched.

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What are the consequences?

Disciplinary action up to and including termination of employment.

May be required to successfully complete a recognized drug treatment or rehabilitation program.

Offer of employment may be withdrawn for applicants.

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Is Assistance Available?Things to remember:

Difficulty performing on the job can sometimes be caused by unrecognized personal problems - including addiction to alcohol and other drugs

Help is available Although a supervisor may suspect that an

employee’s performance is poor because of underlying personal problems, it is up to the employee to decide whether or not that is the case

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It is an employee’s responsibility to decide whether or not to seek help

Addiction is treatable and reversibleAn employee’s decision to seek help is a

private one and will not be made public

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Assistance is available through the Employee Assistance Program

Free of charge Contact an EAP Representative at 405-947-7576

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An EAP Representative can help employees decide what to do if they have a problem with alcohol or other drugs

An EAP Representative also can help an employee decide what to do if someone in his/her family or workgroup has a problem

Conversations with an EAP Representative are confidential

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Additional services are available from: Rural Intervention Services Enterprise at

918-465-7890 Choctaw Nation Recovery Center at 918-

567-2389 Carl Albert Community Mental Health

Center at 918-426-7800 Southeastern Oklahoma Social Services at

918-302-0389 Professional Counseling and Consulting

Services at 918-420-5238

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How is confidentiality protected?

Problems will not be made public Conversations with an EAP professional - or

other referral agent - are private and will be protected

All information related to performance issues will be maintained in his/her personnel file

Information about referral to treatment, however, will be kept separately

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Information about treatment for addiction or mental illness is not a matter of public record and cannot be shared without a signed release from the employee

If an employee chooses to tell coworkers about his/her private concerns, that is his/her decision

When an employee tells his/her supervisor something in confidence, supervisors are obligated to protect that disclosure

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However, there are some limits on confidentiality that may require:

Disclosure of child abuse, elder abuse and serious threats of homicide or suicide as dictated by state law

Reporting participation in an EAP to the referring supervisor Reporting the results of assessment and evaluation following

a positive drug test Verifying medical information to authorize release time or

satisfy fitness-for-duty concerns as specified in company policy

Revealing medical information to the insurance company in order to qualify for coverage under a benefits plan

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How is the policy communicated?

Employees receive written copy of the policy Reviewed with new employees Annual update of policy through Blackboard Posters and brochures are available at all

locations

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In Conclusion

The Drug-Free Workplace Policy may be viewed in its entirety on the Human Resources page at http://www.eosc.edu/discover_eosc/departments/human_resources/handbooks_policies_forms_manuals.aspx

Further questions may be directed to the Human Resources Office.