The Foundation recognizes its responsibility to provide a safe and productive work environment for its employees. Similarly, the Foundation expects employees to perform at their best and in a safe manner. Inappropriate or abusive use of drugs or alcohol can affect an employee's productivity, create a hazard to others, and impair the credibility of the organization.
The Foundation prohibits the unlawful possession, use, or distribution of drugs or other illegal substances while on the job or on University property. Employees must not work under the influence of any drug or other substance, including medically prescribed drugs, which will adversely affect their work performance or affect the safety of others on the job. Violation of the prohibition against unlawful drug use will not be tolerated and may be referred to appropriate law enforcement authorities. Employees using a prescribed drug that may limit their ability to perform their job duties safely or efficiently are required to inform their supervisors and provide a doctor's verification of need.
Federal law requires that any employee employed under a federal grant notify the Foundation Human Resources Director in writing of any criminal drug statute conviction or violation occurring in the workplace no later than five days after such conviction. The Foundation must inform the sponsoring federal agency within ten days of receiving such employee notice. In order to enforce this policy, the Foundation reserves the right to inspect, in consultation with law enforcement, employees or any articles and property in their possession. The Foundation may also conduct searches of Foundation and University property, and related personal items, when there is reasonable suspicion of a violation of this policy.
The Foundation will encourage and reasonably accommodate employees with alcohol or drug dependencies to seek treatment and rehabilitation. The University has a confidential Employee Assistance Program, available at no cost to Foundation employees, offering assessment and referral services.
Employees who take the initiative to advise the Foundation of an alcohol or drug abuse problem, who have not engaged in misconduct or repeated poor job performance, and who demonstrate a commitment to remedial action, may be eligible to continue to work provided that a recognized treatment or rehabilitation program is followed and all standards of job performance and conduct are met.
The Foundation will attempt to reasonably accommodate employees who are receiving professional assistance with problems of substance abuse and whose improved ability to perform the job reflects the success of such a program. Employees who require time away from work to participate in a recognized treatment or rehabilitation program may be placed on a non-paid personal leave of absence for a period consistent with that offered for other disabilities, so long as they are actively engaged in an approved rehabilitation program. Information concerning these employees will, as much as possible, be accorded confidential status: only persons with a need to know shall have access to such information.
The Foundation is not obliged, however, to continue to employ any person whose performance of essential job duties is impaired because of drug or alcohol use. Nor is the Foundation obliged to continue the employment of any person who has participated in treatment or rehabilitation, if that person's job performance remains impaired as a result of the dependency. This policy on treatment and rehabilitation is not intended to restrict the Foundation's treatment of employees who violate the regulations described above. Rather, rehabilitation is an option for an employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that dependency.
The CSU, Chico Research Foundation Administrative Office will be responsible for the administration of this policy and act as a resource for employees. Supervisors will be responsible for immediately reporting any incident of suspected substance abuse or an employee’s request for assistance to the Human Resources Department.
This policy, including Federal Trafficking Penalties, is distributed to all CSU, Chico Research Foundation employees in response to the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and communities Act Amendments of 1989. As provided by law, this policy will be subject to biennial review to determine the effectiveness of the program and to implement needed changes and insure disciplinary sanctions are consistently enforced.