When the superintendent suspects an employee has a substance abuse problem the following  procedures will be followed.

     1.    Identification - the superintendent shall document the evidence the

        superintendent has which leads the superintendent to conclude the

         employee has violated the Substance-Free Workplace policy.  After the

        superintendent has determined there has been a violation of the Substance-

         Free Workplace policy, the superintendent shall discuss the problem with

        the employee. 

     2.    Discipline - if, after the discussion with the employee, the superintendent

        determines there has been a violation of the Substance-Free Workplace

        policy, the superintendent may recommend discipline up to and including

        termination or may recommend the employee seek substance abuse

        treatment.  Participation in a substance abuse treatment program is

        voluntary. 

    3.    Failure to participate in referral - if the employee refuses to participate in a

        substance abuse treatment program or if the employee does not

        successfully complete a substance abuse treatment program, the employee

        may be subject to discipline up to and including termination.

    4.     Conviction - if an employee is convicted of a criminal drug offense

        committed in the workplace, the employee must notify the employer of

         the conviction within five days of the conviction.

Approved 8/18/11     Reviewed   10/21/20             Revised   10/21/20