Drug Free Workplace

STATEMENT

All employees of Henry Ford College are prohibited from the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance in the workplace. Controlled substance refers to all illegal drugs and to legal drugs used without a physician's order. It does not prohibit taking prescribed medication under the direction of a physician.

OBJECTIVES

A. To notify employees that as a condition of employment all Henry Ford Community College employees shall abide by the Drug-Free Workplace Policy.
B. The Board to be considered a responsible contractor, under Sec. 4(B) of the Office of Federal Procurement Policy Act for the purpose of being awarded a contract for the procurement of property or services valued at $25,000 or more, or a grant in any amount, from any federal agency, through certification by the Board to provide a drug-free workplace.
C. To make a good faith effort to continue to maintain a drug-free workplace through implementation of this policy.

PROCEDURE/DEFINITION

The Office of Human Resources shall:

A. Notify each employee in writing of this policy.
B. Have an Awareness Program designed to educate employees about:

  1. this policy;
  2. damages of workplace drug and alcohol abuse;
  3. availability of Employee Assistance Program;
  4. penalties for drug and alcohol abuse in the workplace violations.

C. Require all employees including those employed in a federal grant or contract, as a condition of employment, to notify their supervisor within five (5) of a conviction for a violation of any federal or state criminal drug statute occurring in the workplace. Subsequently, the President shall notify the contracting/granting agency within ten (10) days of otherwise receiving actual notice of such conviction.
D. Within thirty (30) days following receipt of any employee conviction notice, the Board shall take appropriate personnel action against the convicted employee up to an including discharge. Such action may include required participation in the Employee Assistance Program; however, should the employee refuse participation or is unable to be rehabilitated this may be cause for discharge.

Any employee who violates any aspect of this policy will be subject to disciplinary action which may include immediate termination. Law enforcement agencies will be contacted when appropriate with respect to confirmed employee use, sale, purchase, or possession of illegal drugs on the job.

Any employee who is taking drugs or medication prescribed by the employee's physician which may adversely affect that employee's ability to perform work in a safe or productive manner is required to advise his/her immediate supervisor of such medication. A physician's statement of the employee's ability to perform should be presented to assist the supervisor in determining whether the employee can remain at work and perform in safety to him/herself and others.