Alcohol or Drug Use
3-180
HUMAN RESOURCES MANUAL
POLICY
ALCOHOL OR DRUG USE
IMPAIRMENT
If a manager deems that an employee's/volunteer's abilities are impaired by alcohol or drugs:
1. The manager is to take the appropriate action immediately to ensure that the employee/volunteer does not continue to perform duties at ACT. Appropriate action may involve disciplinary processes up to and including dismissal.
2. If an employee/volunteer has driven to work and is not considered fit to work due to impairment and then decides to leave the location:
a) another employee/volunteer may drive the person home, or
b) transportation costs to the employee's/volunteer's home will be assumed by ACT (i.e., taxi fare).
3. When the employee returns to work, the employee and manager are to decide if the time away from the job is vacation, flex time or sick time.
If an employee/volunteer is taking medication that may adversely affect ability to perform the job, the individual is to report this situation to the manager.
Employees who voluntarily admit to a drug or alcohol problem prior to an incident or other discovery, are assisted by management in seeking professional assistance.
UNAUTHORIZED DRUGS
Employees/volunteers are not to manufacture, distribute, or possess illegal drugs while on ACT property.
DRUG RELATED CHARGES
Any employee/volunteer charged with a drug related crime occurring on or off agency premises while engaged in ACT business must notify the manager within five days of the charge.
ALCOHOLIC BEVERAGES
Alcoholic beverages are not to be sold, purchased, or consumed on ACT property. The only exception is at ACT approved/sponsored functions which have the written approval of the Executive Director or designate to serve alcohol. At such functions, moderate consumption is permitted and reasonable standards of conduct must be maintained.
Permitting use of alcohol at such activities does not mean that ACT condones alcohol abuse.
Revised 1999
