4.29.2 Drugs and Alcohol Policy
A. Purpose
The University of Texas at Tyler and the Health Science Center at at UT Tyler (UTT) is committed to having campuses that are free of illegal or abusive use of drugs and alcohol. UTT recognizes that the illegal and/or abusive use of alcohol or drugs may prevent UTT from meeting is commitments and accomplishing its missions. Further, such use jeopardizes the safety and welfare of the individual, fellow employees, students and UTT community.
B. Authority/Persons Affected
All employees of UTT concerning the manufacture, sale, possession, distribution, or use of alcohol or illegal drugs during working hours; in a manner while off duty that impairs on-duty work performance; or in a manner while in attendance at an official UTT function or at an authorized UTT site that adversely affect the performance of the employee or may adversely affect the health or safety of any other person.
C. Definitions
N/A
D. Policy and Procedures
Consistent with State and federal law, UTT will maintain a workplace free from the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance and/or alcohol. This policy implemented in compliance with the Drug-Free Workplace Act of 1988, and the Drug-Free Schools and Communities Act Amendments of 1989.
- Unauthorized purchase, manufacture, distribution, possession, sale, storage, or use of any illegal drug or controlled substance while on duty, while in or on the premises or property owned or controlled by the UTT, or while in vehicles used for UTT business is prohibited.
- The use or possession of alcohol or illegal drugs while on duty or while in vehicles used for UTT business is prohibited.
- Use of alcohol, an illegal drug, or controlled substance while not on duty which adversely affects job performance or may adversely affect the health or safety of other employees, students, visitors, or patients is prohibited.
- Use of alcohol at an authorized UTT function, in the course of official UTT business, or at an authorized UTT site that adversely affects job performance or may adversely affect the health or safety of any other person is prohibited.
- Warnings about prescribed or over-the-counter medication and its impact on work performance of an individual or job safety must be heeded by the employee; A supervisor's advice and assistance may be necessary when job adjustments are required to ensure an employee's ability to perform assigned duties or in a safe manner because of the use of such medications.
- Distribution to others of a drug or controlled substance obtained pursuant to a prescription, except by duly licensed and certified persons, while on duty or while in or on the premises or property controlled by UTT is prohibited.
- Employees who use illegal drugs or abuse controlled substances or alcohol are encouraged to seek help from available resources, such as UTT's Employee Assistance Program (EAP).
- At the discretion of UTT, the employee may be referred to an assistance program and may be required to participate in and satisfactorily complete a chemical abuse rehabilitation program as a condition of employment.
- Employees may be required to undergo drug and/or alcohol testing when a supervisor observes an employee exhibiting such appearance and behavior in violation of this policy.
- Employees may be required to undergo drug and alcohol testing pursuant to drug and alcohol program requirements for specific positions.
- Failure to notify UTT in writing, within five (5) days of a conviction under a criminal drug statute for a violation occurring in the workplace, having received such notice or otherwise obtaining actual notice, a supervisor’s failure to make a required report within 10 days to contracting officer, if required under the terms of the grant or contract, or a supervisors’ failure to initiate personnel action within 30 days if required under the terms or grant or contract.
Failure to comply with this policy may lead to disciplinary action, including termination.
E. Review
This policy shall be reviewed by the Human Resources every five years or as legislation changes.