Responsibilities, Duties, Code of Ethics - Drug-Free Workplace
The elementary and secondary schools in the Diocese of Belleville are drug-free workplaces. The use of controlled substances and the abuse of alcohol are inconsistent with the behavior expected of school personnel and undermine the school’s ability to operate effectively. The unlawful manufacture, distribution, dispensation, possession, sale, or use of a controlled substance is strictly prohibited. “Controlled Substance” as that term is used in this policy, includes not only illegal substances (i.e. opium and its derivatives, hallucinogens, depressants, and stimulants), including marijuana, but also prescription drugs. In the event a controlled substance without a proper prescription is found on the school premises or at a school activity, the police will be notified.
Use of alcohol in the workplace or while engaged in school activities with students present is prohibited, and reporting to work under the influence of or after having used or consumed alcohol or having unlawfully or improperly used or consumed any controlled substance, is prohibited. A person will be considered “under the influence” and in violation of this policy if he or she tests positive for the presence of alcohol or any controlled substance used unlawfully or improperly. Employees evidencing unusual or erratic behavior must submit to any request by their immediate supervisor, Vice Principal or Principal to be tested and must cooperate in the testing process. Failure to comply with any request for a test or fully cooperate in the testing process will be grounds for dismissal.
This policy does not prohibit the responsible use of alcohol in connection with a special parish or school function; e.g., parish/school picnic, holiday event, or fund-raiser. This policy also does not prohibit an employee from taking prescribed medication which is a controlled substance which would effect an employee’s performance provided the employee advises in advance his/her supervisor of the fact that he or she is taking prescribed medication and any side effects so the school may consider whether to make any reasonable accommodation of his/her job duties.
An employee’s decision to seek treatment for drug or alcohol problems in advance of any incidents which would result in testing or disciplinary action will not be used as a basis for disciplinary action or used against an employee in disciplinary proceedings provided the employee does not violate the terms of this policy after seeking such treatment. This does not prohibit discipline for an employee for conduct which otherwise is in violation of school policy regardless of whether alcohol or controlled substance use may have contributed to the conduct in question, or discipline resulting from a test which is taken or requested, or conduct occurring, prior to the time treatment is sought.
Violation of this policy may result in discipline up to and including discharge.
Adopted: June 27, 2000
Revised: May 16, 2017
The Most Reverend Edward K. Braxton
Bishop of Belleville