7.4 Drug-Free Workplace Standards

It is the goal of the College of Mount Saint Vincent to protect the health and environment of all members of the College by promoting a drug-free environment for all members of the College in accordance with the Drug-Free Schools and Communities Act Amendments of 1989. The College of Mount Saint Vincent, therefore, prohibits the unlawful manufacture, distribution, dispensation, possession, or use of any controlled substance or illegal drug on its premises or at College-sponsored events or in college-owned vehicles.

Substance abuse is present when the substance adversely affects one’s social, emotional, mental, physical, or spiritual well-being, or that of one’s family or close associates. The term “substance abuse”, as used in this policy, refers to the use of illegal drugs or controlled substances and consumption of alcohol in quantities to the extent that an employee is unable or risks being able to perform work in a safe and productive manner. An employee who abuses drugs and/or alcohol is a danger to him/herself and to other employees. Therefore, employees who engage in such prohibited activities on campus in College-sponsored events or in college-owned vehicles will be subject to disciplinary action up to and including termination of employment.

The College will apply this policy to all individuals who receive any reimbursement from the College for their services. As such, individual grant recipients and contractors are required by federal law to clarify in writing that they will not use unlawful controlled substances in the workplace.

An employee found in violation of the College of Mount Saint Vincent policy on illegal or controlled substances will face College disciplinary action resulting in termination of employment or stipulation that the violator, in order to maintain employment, must participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by Federal, State, or local law enforcement, or other appropriate agency.

Employees who by their behavior or statements create reasonable suspicion of drug abuse, may be required by the College to provide medical evidence of the absence of controlled substances in their system in order to remain in employment.

Approved May 18, 2015