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Section 100:
Introduction
Section 200:
Hiring and Employment
Section 300:
Employee Relations
Section 400:
Professional Conduct
Section 500:
Employee Development
Section 600:
Time Away From Work
Section 700:
Compensation
Section 800:
Work Hours and Pay Practices
Section 900:
Health & Safety

901: Injury on the Job (See Policy 613 - Pdf)

902: Faculty and Staff Assistance Program

903: Controlled Substance and Alcohol Use Prohibition and Testing for Motor Vehicle Operators

904: Employees with Human Immunodeficiency Virus (HIV) Disease

1002: Smoking

1003: Drug Free Workplace


Section 1000:
University Policies
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Human Resources Manual > University Policies > Drug-Free Workplace
Policy Number: 1003 Effective Date: 04/30/2003
New: x Revised:

     
1003.0 POLICY DRUG-FREE WORKPLACE
1003.1











 

STATEMENT











 

Drug abuse in the workplace endangers the health and safety of the public and of University employees, students and patients. Georgetown University strives to maintain a drug-free workplace - unlawfully possessing, dispensing, manufacturing, or using illegal or controlled substances is prohibited on University property, in University vehicles, or while conducting University business.

As a condition of continued employment, employees must be drug-free in the workplace, and comply with the terms of this policy. The University will provide notification, education, assistance, and training as required by law.

This policy is in addition to the University's policy on substance abuse testing for vehicle operators.

1003.2

 

PHILOSOPHY

 

The University is committed to preserving a drug-free workplace and to taking appropriate disciplinary action against any employee who violates the University's anti drug-policy for violations of this policy.
1003.3










































 

PROCEDURES



































 

Drug Statute Convictions
An employee who is convicted of violating a drug law in the workplace must report the conviction to the appropriate department head within five days. Failure to report a conviction will be subject to disciplinary action.

If the employee is working on a federal government grant or contract, the department head will report the conviction to the vice president, who will in turn report the conviction to the University Office of Sponsored Programs, the Dean of Research (Medical Center employees only), and other affected offices.

The Office of Sponsored Programs will report the conviction to the federal government within ten days of notification of the conviction.

Discipline

Distributing Illegal Drugs
The University will terminate the employment of any individual who is convicted of unlawful manufacture, distribution, dispensation, or possession with intent to distribute or dispense an illegal and/or controlled drug in the workplace within 30 days of receiving notice of the employee's conviction.

Using Illegal Drugs
The University will discipline and may terminate individuals convicted of possession with intent to use an illegal and/or controlled drug in the workplace within 30 days of receiving notice of the employee's conviction. Disciplinary actions may include the termination of employment?lesser sanctions may require the employee to satisfactorily participate in an approved drug abuse assistance or rehabilitation program.

In either case (using or distributing illegal drugs), the University may conduct an inquiry and impose a sanction using the procedures outlined below under Administrative Review.

Administrative Review
When a conviction is reversed for procedural irregularity, the University may conduct an inquiry and take appropriate disciplinary action. Inquiries concerning faculty members will be conducted by an ad hoc committee appointed by the appropriate campus executive vice president. The committee will recommend actions to the appropriate University authority; however, the University will not impose a sanction that is more severe than that recommended by the committee.

The University may also conduct inquiries and impose disciplinary sanctions including termination in cases of drug-related activities in the workplace for which an employee has not been criminally convicted. The University will follow normal procedures governing faculty and staff misconduct and may take disciplinary steps up to and including termination of employment.

1003.4

 

RESPONSIBILITY

 

Employees are responsible for being drug-free in the workplace. Employees and supervisors must report violations of the University's Drug-free Workplace policy.
1003.5 RESOURCE For more information concerning the University's Drug-free Workplace policy, contact:
  • The Human Resources Department for information concerning the policy for staff employees
  • The appropriate vice president for information concerning faculty and academic employees
  • The Office of Sponsored Programs for grant and contract reporting requirements
  • The Faculty and Staff Assistance Program for assistance with referral of employees for drug rehabilitation programs.



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