SNAP : Drug-Free Workplace Guidelines

Drug-Free Workplace Guidelines

Summary: University policy expresses a commitment to maintain a workplace free of substance abuse.

Recognizing the Dangers of Substance Abuse
Employee and supervisor awareness of the dangers and consequences of substance abuse in the workplace is critical in the effort to maintain a drug-free workplace. Substance abuse in the workplace creates safety risks, leads to individual performance decline, and erodes organizational effectiveness. It is the responsibility of all employees to take necessary and appropriate actions to eliminate substance abuse in the workplace.

The full text of the UC policy is presented on the Web in Appendix I-2 of the Personnel Policies for Staff Members.

Safety and Job Performance
Employees with substance abuse problems create serious safety risks for themselves, their coworkers, and others. A person who is mentally or physically impaired because of drug or alcohol use may become unfit for duty and behave in negligent, inattentive, or unsafe ways.

Substance abuse may affect an employee's overall job performance, leading to diminished production, increased absenteeism and tardiness, poor concentration, increased errors, and conflicts with coworkers who often must absorb the workload of the impaired employee.

Role of Managers and Supervisors
While all employees share the responsibility for maintaining a drug free workplace, managers and supervisors have a specific role that includes:

Knowing UCI's policies, labor contracts, and procedures related to alcohol and chemical dependency and recognizing the warning signs of substance abuse on the job. The HR Consultant for your department is a key contact in this regard;
Documenting and managing employee performance effectively;
Maintaining clear records of incidents and performance changes, particularly when faced with deteriorating performance stemming from actual or suspected substance abuse;
Knowing the resources available to you and to the employee, and utilizing these resources as early in the process as possible;
Acting quickly and confronting the problem.

Disciplinary Action
Employees found to be in violation of the Substance Abuse Policy may be subject to disciplinary action, up to and including dismissal, under applicable personnel policies and collective bargaining agreements.
Further, employees in positions funded by grants or contracts are required to inform their principal investigator or designee within five (5) calendar days of a conviction. The reporting procedures can be found in the UC policy referenced above.

Resources
UC Irvine offers a Faculty and Staff Counseling Center to provide consultation and referral services that assist employees in dealing with a wide range of problems.

Substance abuse services include:

Consultation and training for employees and supervisors on how to recognize and handle substance abuse in the workplace
Individual case evaluation
Short-term counseling
Referral to treatment providers
Assistance with UCI's health insurance providers, and follow-up/after-care support

Key telephone numbers in dealing with substance abuse issues:

Faculty and Staff Counseling Center - (949) 824-8355
Employee Benefits - (949) 824-5210
Student Health and Wellness/Mental Health Services – (949) 824-7010
Human Resources Consultant - (949) 824-5210
Student Counseling Center – (949) 824-6457
Health Education Resource Library – (949) 824-5806

Please do not hesitate to seek help if it is needed.

For more information refer to How the Deal with Employee Substance Abuse in the Workplace.

Need an expert? Contact Employee and Labor Relations staff in Human Resources.

Notice: University policies, procedures and applicable collective bargaining agreements shall supersede information in this document or elsewhere on this site.