Title: Alcohol and Drug-Free Workplace
Effective Date: 07/01/2017
Responsible Official: Vice President of Human Resources
Responsible University Office: HR Employee Relations
Related Legislation and University Policies:
Review Period: 5 years
Date of Last Review:
Relates to: faculty, executive staff, senior staff, staff, and student employees
Case Western Reserve University discourages the use of controlled substances and the abuse of alcohol by its employees at any time. The unlawful manufacture, distribution, dispensation, possession, or use of alcohol or controlled substances, including illicit drugs, is prohibited on property owned or operated by Case Western Reserve University or as part of any of its activities. No CWRU employee may report to or engage in university-related work while under the influence of illegal drugs or alcohol.
The university reserves the right to require employees to undergo appropriate tests designed to detect the presence of alcohol, illegal drugs, or controlled substances when there is reason to believe that an employee may be under the influence of these substances or has been under the influence while on property owned or operated by the university or as part of any of its activities. Refusal to consent to such a test may result in corrective action up to and including termination. Pending the test results, the employee will be placed on an investigatory suspension. When the test results are returned, Employee Relations will meet with the supervisor and the employee to discuss the test results and determine if corrective action is warranted. Supervisors who suspect that an employee may be using or in possession of alcohol, controlled substances, or illegal drugs must immediately contact the Employee Relations Office.
Any employee who is convicted of a violation of a criminal drug statute as a result of an incident occurring in the workplace or while on university property must notify the Employee Relations Office in writing within five (5) days of their conviction. Such conviction will be grounds for mandatory evaluation and possible treatment for a substance abuse disorder, and for corrective action, up to and including termination.
Employees who have the need for assistance in avoiding the use of alcohol or controlled substances should contact the Employee Relations Office or the Employee Assistance Provider directly.