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Drug-Free Workplace

DRUG-FREE WORKPLACE

It is the policy of Simpson College to provide a drug-free workplace and learning environment. Drug and alcohol abuse pose a threat to the health and safety of College employees, students and visitors. In compliance with the Drug-Free Workplace Act of 1988, Simpson College is committed to the elimination of drug and alcohol abuse in the workplace. In compliance with the Drug-Free Schools and Campuses Act of 1989, alcohol and drug prevention programs include policy enforcement, education programs and treatment services.

This policy serves to notify all members of the Simpson College community that Simpson College prohibits the unlawful manufacture, distribution, dispensation, possession, use, or sale of illegal drugs and other controlled substances by students and employees on Simpson College’s property or as any part of its officially sponsored activities whether on or off campus.

In 1998 the Iowa Legislature passed legislation allowing for drug testing where “reasonable suspicion” exists. Simpson College reserves the right to request such testing when “reasonable suspicion” exists.

Violations of this policy may lead to required participation in a substance abuse rehabilitation or treatment program and/or disciplinary action, up to and including immediate termination of employment. Such violations may also have legal consequences.

SIMPSON COLLEGE STUDENTS

Please refer to the Student Handbook for details on the College’s requirements, expectations, resources, treatment options, and sanctions for students related to drug and alcohol use/abuse. Pertinent policies begin at page 34 of the Student Handbook; which can be found at the following link: https://simpson.edu/internal/student-life/student-handbook/student-conduct-policies-and-procedures.

SIMPSON COLLEGE EMPLOYEES

Prohibited Activities and Related Sanctions for Employees

Consistent with the Drug-Free Workplace Act of 1988, employees must notify the Director of Human Resources of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) days after such conviction. If any of the employee’s compensation is from a federal contract or grant program, the College must then notify the contracting or granting agency within ten (10) days after receiving notice from the employee or of learning about an employee’s criminal drug statute conviction for conduct in the workplace.

Any employee receiving a drug-related criminal conviction will be subject to disciplinary action (up to and including suspension, suspension without pay, and termination) and may be required by the College to satisfactorily participate in a drug abuse or rehabilitation program.
 
Further, an employee found to be otherwise in violation of these policies prohibiting the use of illicit drugs or abuse of alcohol on the College’s campus or in connection with its activities may be required to participate in a drug abuse or rehabilitation program or may be subject to disciplinary action (up to and including suspension, suspension without pay, and termination). Such actions may also implicate local, state, and federal laws and Simpson College will cooperate, as required, with law enforcement authorities.

In 1998 the Iowa Legislature passed legislation that allows for drug testing where “reasonable suspicion” exists. Drug or alcohol testing can be requested and/or required if there is evidence that an employee is using or has used alcohol or other drugs in violation of the employer’s written policy.

Evidence would include:

  1. Direct observation of alcohol or drug use or abuse or of the physical symptoms or manifestations of being impaired due to alcohol or other drug use.
  2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance.
  3. A report of alcohol or other drug use provided by a reliable and credible source.
  4. Evidence that an individual has tampered with any drug or alcohol test during the individual’s employment with the current employer.
  5. Evidence that an employee has caused an accident while at work which resulted in an injury to a person for which injury, if suffered by an employee, a record or report could be required under Chapter 88, or resulted in damage to property, including equipment, in an amount reasonably estimated at the time of the accident to exceed one thousand dollars.
  6. Evidence that an employee has manufactured, sold, distributed, solicited, possessed, used or transferred drugs while working or while on the employer’s premises or while operating the employer’s vehicle, machinery or equipment.

Health Risks Associated with the Abuse of Alcohol and Use of Illicit Drugs

Specific serious health risks are associated with the use of alcohol and illicit drugs. Health risks of using alcohol or other drugs include both physical and psychological effects. The health consequences of drugs depend on the frequency, duration and intensity of use. For all drugs, there is a risk of overdose. Overdose can result in coma, convulsions, psychosis or death.

Combinations of certain drugs, such as alcohol and barbiturates, can be lethal. The purity and strength of doses of illegal drugs are uncertain.

Continued use of substances can lead to tolerance (requiring more and more of a drug to get the same effect), dependence (physical or psychological need), or withdrawal (a painful, difficult and dangerous symptom when stopping use of drugs).

Information about the most commonly misused and abused drugs can be found at the links below:

For more information about the risks associated with the use of alcohol and other drugs, employees may contact Human Resources, Hillman Hall Room 22 (Telephone (515) 961-1511) or the Employee Assistance Program (Telephone (515) 263-4004 or (800) 732-4490).

Available Drug and Alcohol Related Services at the College for Employees

Simpson College offers drug abuse assistance through the Employee Assistance Program located at 1301 Penn Avenue, Suite 305, Des Moines, IA 50316. Telephone(515) 263-4004 or (800) 732-4490.

Other resources:

Condition of Employment

As a condition of employment, employees are required to abide by the terms of this policy.

Posting of Policies

In addition to circulating this policy annually to all employees and students, these policies will be posted in areas of the College in compliance with the Drug-Free Workplace Act of 1988.

Questions

Should employees have any questions regarding the implications of this drug-free workplace requirement, they should contact either the Director of Human Resources, Hillman Hall Room 22 (Telephone (515) 961-1511) or the Vice President for Business & Finance, Hillman Hall Room 21 (Telephone (515) 961-1512).

Updated: April 2016