DRUG-FREE WORKPLACE
ADMINISTRATIVE PROCEDURE
The term drug or drugs as used in this policy does not include prescription
medicine prescribed for the employee by a physician and used as prescribed by
the employee. Employees are prohibited from furnishing or selling prescription
medicines.
Employees of Moosabec CSD are prohibited from attending their place of work
while under the influence of alcohol or drugs and are prohibited from drinking
alcohol, using drugs or possessing alcohol or drugs while in their place of
employment, in school, on school grounds, on the school bus or at school
functions.
Employees of Moosabec CSD are required to notify the administration in writing
of their convictions for a violation of a criminal drug statute occurring in the
workplace no later than five calendar days after such convictions.
All employees are prohibited from furnishing/selling alcohol or drugs to
students or minors at any time or location.
A. Self-Reported Alcohol and/or Drug Problems
1. If an employee seeks help, the primary role of the Administrator who received
the request is to direct the person to the appropriate
resource for help. The
following steps should be included in the process:
a. The employee will be referred directly to a mutually agreed upon substance
abuse counselor and the Superintendent will be informed.
b. The employee will meet with the substance abuse counselor and those other
concerned individuals whom the counselor and employee
feel appropriate to have
present. The purpose of the meeting is to assess the nature and severity of the
substance abuse and related
problems. The meeting should result in an initial
treatment plan agreed to by all parties who are to be involved.
2. Moosabec CSD will cooperate with staff members who readily admit they have a
substance abuse problem and willingly seek
treatment. After the individual
enters treatment and so long as he/she continues to make progress with the
treatment plan, every effort
will be made to support and encourage the
individual.
3. When the employee refuses help, the Superintendent will consider the
appropriate action in consultation with the Board after obtaining
legal advice.
B. Suspected or Confirmed Substance Use/Abuse
1. When substance use/abuse by an employee is reported to the school
administration which involves a violation of school policy or affects
the
performance of the individual at his/her job in the school system, school
officials shall attempt to find out as many facts as possible
to ascertain the
reliability of the report. If the information is believed to be true no matter
what other action is taken, the administration
will offer to contact and arrange
for the staff member to meet with a substance abuse counselor to arrange for
treatment. The
administration and counselor may agree that the violation does
not merit a hearing, suspension of the staff member or dismissal. They
may wish
to follow the procedure as outlined in A(1b) and A(2). If the violation is
deemed to be serious enough to merit it, the
Superintendent may elect to inform
the Board which will determine if further action is necessary. When the employee
refuses help, the
Superintendent will consider the appropriate action in
consultation with the Board after obtaining legal advice.
2. The following appropriate steps will be taken when an employee appears on the
job with the physical signs of intoxication:
a. The employee shall be transported to a safe environment immediately by the
appropriate supervisor or designee. Such an incident
will result in disciplinary
action i.e., oral reprimand, written reprimand, suspension without pay for the
remainder of that day and one
more calendar day.
b. If upon returning to the job, the employee willingly discusses the nature and
extent of the problem and agrees to seek appropriate
treatment, then the
appropriate school officials shall proceed according to the policy outlined
under self-reported alcohol/ drug
problems.
c. If upon returning to the job, the employee denies any problem or any
responsibility for substance use/abuse, then the Superintendent
shall initiate
proceedings according to the following:
(1) The employee shall receive written notice to appear before the
Superintendent with the reasons for the meeting outlined in the
letter. The
employee has right to be represented by the local association/by legal council.
(2) If it is determined that the employee’s substance use/abuse poses a danger
to students/himself or herself/other staff members, the
employee will be
suspended until the next Board meeting pending a hearing with the Board. After
hearing the case, the Board may
dismiss or reinstate the employee.
C. Recurrence
1. Second occurrence – The Superintendent will consult with the employee’s
substance abuse counselor to ascertain the chances for
treatment success and so
inform the Board. Those who refuse help will be immediately suspended without
pay upon legal advice and the
Superintendent will begin hearing procedures with
the Board.
2. Third occurrence – The employee will be suspended without pay or benefits.
Further action by the Superintendent and the Board may
result after consultation
with legal counsel.
D. Treatment
An employee who is in treatment may use accumulated sick leave during this time.
The cost of treatment is the responsibility of the employee involved and may be
covered under the individual’s health insurance policy. The following is a list
of some of the local resources where treatment may be sought:
Community Health and Counseling Services
Machias, ME 04654
Tel. No. 255-8311
Families United of Washington County
Machias, ME 04654
Tel. No. 255-3000
Harrington Family Health Center
Harrington, ME 04643
Tel. No. 483-4502
Down East Community Hospital
Machias, ME 04654
Tel. No. 255-3356
Local AA Groups and Al-Anon Groups
A copy of this policy will be given or mailed to all current employees and any
new employees at the time of their employment.
DATE ADOPTED: JULY 1, 2003