Abiding by the University’s Alcohol, Tobacco, and Drug Use policy is a condition of employment. Violation of this policy by an SPU employee may result in disciplinary actions which could include verbal counseling, written warning, withholding of wage increases, suspension with or without pay, demotion, or other appropriate sanctions up to and including termination of employment. An employee who, while on SPU property or at any University sponsored activity, exhibits objective signs of being under the influence of intoxicating beverages or illicit drugs may be placed on immediate leave until the University completes its review of the matter. If the observed behavior is a result of drug abuse or alcohol use, the employee will be subject to further disciplinary action, up to and including termination. If the abnormal behavior resulted from prescription drug use in compliance with a physician's instructions, the University's sick pay policy applies.
The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance by employees will be grounds for immediate disciplinary action, up to and including termination of employment and referral for criminal prosecution.
All employees must notify the University of any drug or alcohol criminal conviction. The University must be notified within five days after such conviction. Notice should be given to the director of Human Resources.
Supervisors should not attempt to diagnose alcoholism, drug dependency, or any other complex physical, mental, or emotional problem, but they should identify, document, and attempt to correct all employee job performance and/or work behavior problems, if appropriate.
The supervisor should immediately document any violation of this policy. The documentation should be forwarded the same day to the area vice president, with a copy to the Office of Human Resources.
If an employee is required to complete a drug or alcohol treatment and rehabilitation program as part of the disciplinary action resulting from a violation of this policy, official records of the diagnosis or treatment will be kept for at least three years, separately from the standard personnel file, by the director of Human Resources. The file will be held in confidence and will only be used as evidence to governmental and granting agencies that the University did in fact take steps toward correcting the problem.