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581 - Drug-Free Workplace
581 Drug-Free Workplace
|P-581.0||In compliance with the Drug-Free Workplace Act of 1988, the College prohibits the unlawful manufacture, possession, use, or distribution of drugs by employees on campus, college sites, client sites, or at any college-sponsored event. The possession, use or distribution of alcoholic beverages by employees on campus, college sites, client sites, and at college-sponsored events is prohibited unless specifically approved by the President. The College prohibits any employee to report to work under the influence of illegal drugs or alcohol. The College will impose disciplinary action on employees ranging from educational and rehabilitation efforts up to and including suspension or termination of employment and possible referral for prosecution for violations. These situations will be handled on a case-by-case basis.|
When alcohol use is approved by the President, all faculty, staff, students and visitors are expected to observe and obey Missouri State Liquor Control Law (Sec. 311.325 RSMo) stating that any person under the age of 21 cannot purchase, attempt to purchase, possess, or be served any intoxicating beverage.
The use of alcoholic beverages at a campus event shall be subject to approval and supervision by the College. Requests for the President’s approval must be made at least 60 days prior to the date of the event. After approval is granted by the College President, notification shall be given to the Vice-President for Administrative Services and the Director of Department of Public Safety that alcohol will be present at an event.
The organizer of the event is responsible for obtaining all applicable government liquor licenses. The event organizer will pay the cost of all such licenses.
There is no intent to encourage the use of alcoholic beverages or to force its consumption upon those who object to the use of alcohol on moral, ethical or religious grounds. This policy is designed to promote legal and responsible behavior regarding alcohol use.
|Pr-581.0.1||Employees are encouraged to seek confidential assistance for a drug or alcohol problem. The College offers an Employee Assistance Program (EAP) for employees and their dependents. The EAP provides free confidential assessment, referral, and short-term counseling. If an EAP referral to a treatment provider outside the EAP is necessary, costs may be covered by the employee’s medical insurance, but the costs of such outside services are the employee’s responsibility. For more information on the EAP go to website: http://www.paseap.com/|
|Pr-581.0.2||Supervisors should counsel employees whenever they see changes in work performance especially when it suggests an employee is under the influence of alcohol or drugs. The Supervisor should suggest that the employee seek confidential assistance through the EAP program without discussing any personal issues but remain focused on observations that are job performance related. Consultants are available through the College’s EAP Program to help supervisors make a performance referral. Supervisors may call (314)842-6223 or (800)356-0845.
Should an employee agree to go to the EAP as a result of a supervisory referral, the supervisor may be notified about the employee’s attendance at sessions and compliance with the suggested action plan but only with the written consent of the employee. No other information will be disclosed.
|Pr-581.0.3||Employees must notify their Supervisor in writing of any conviction or a violation of a criminal drug statute occurring in the workplace no later than five (5) calendar days after such conviction.|
|Pr-581.0.4||If an employee receives a conviction or violates this policy, the College shall take appropriate disciplinary action against the employee, up to and including termination.|
|Pr-581.0.5||In order to maintain a safe workplace and enforce this Policy, the College reserves the right to search and inspect any areas or locations of the campus, and/or any items which are brought on to campus, in cases where the College has a reasonable suspicion that this Drug-Free Workplace Policy has been violated.|
Content Owner: Donna Davis - email@example.com
Page Updated by: Jessica Trimborn
Revision Dates: 12/7/2004 , 04/20/2010, 07/24/2012