The school board expects the district and its employees to remain substance free. No employee will unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of, in the workplace, any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, or any other controlled substance or alcoholic beverage as defined by federal or state law.
“Workplace” includes school district facilities; school district premises; school district vehicles; or non-school property if the employee is at any school-sponsored, school-approved, or school-related activity, event, or function, such as fieldtrips or athletic events where students are under the control of the school district or where the employee is engaged in school business.
If an employee is arrested or cited for a criminal substance offense the employee will notify their supervisor before reporting to regular duties or within 48 hours of arrest or citation. If an employee is convicted of a violation of any criminal substance offense committed in the workplace the employee will notify their supervisor within five days of the conviction.
Employees will abide by the terms of this policy respecting a substance-free workplace. An employee who violates the terms of this policy may be required to successfully participate in an alcohol or drug abuse assistance or rehabilitation program approved by the board.
If administrators, directors, managers, or supervisors have reasonable cause to believe an employee has violated this policy they will immediately contact the superintendent or Chief Officer of Human Resources who will determine if an investigation is warranted. If an investigation is warranted, the individual may be requested to complete and sign a written complaint form and submit other evidence of the violation including, but not limited to, letters, electronic documents, or pictures.
If substantiated, the district will conduct a timely investigation in as confidential a manner as possible. Interviews, allegations, statements, and identities will be kept confidential to the extent possible and allowed by law. However, the district will not allow the goal of confidentiality to be a deterrent to an effective investigation and all employees who are involved in an investigation are expected to provide honest and complete cooperation.
If at the conclusion of the investigation it is found that an employee has violated this policy, the superintendent [or designee] will make the determination whether to require the employee to undergo substance abuse treatment and/or to discipline the employee. If the employee fails to successfully participate in such a program, the employee's contract will not be renewed, or employment may be suspended or terminated at the discretion of the board. Sanctions against employees including non-renewal, suspension, and termination will be in accordance with prescribed district administration regulations and procedures.
In addition, appropriate disciplinary action up to and including termination will be taken promptly against any employee who is found to be dishonest or uncooperative during an investigation. The corrective action issued will be proportional to the severity of the conduct.
The superintendent [or designee] is responsible for publication and dissemination of this policy to each employee. In addition, the superintendent [or designee] will oversee the establishment of a substance-free awareness program to educate employees about the dangers of substance abuse and notify them of available substance abuse treatment programs.
It is the responsibility of the superintendent to develop administrative regulations to implement this policy.
Reviewed: 12/11; 4/13; 9/14; 3/17; 4/20
Legal Reference (Code of Iowa): 41 USC §§ 81; 42 USC §§ 12101 et seq; 34 CFR Pt 85; §§ 123.46; 124; 279.8
IASB Reference: 403.5; 403.5-R1; 403.5-E1