Benefit Groups: New Employees - University Drug-Free Workplace Policy
The Omnibus Anti-Drug Legislation, which includes the Drug-Free Workplace Act of 1988, is a national effort that requires the university to certify that it will provide a drug-free workplace and take specific steps to meet the standards of the law. The requirements of this act are consistent with long-standing university policy and with our concerns about the effects of drugs, our concerns for individual faculty or staff members and their families and for the potential harm the use of drugs may cause to the university community in achieving its goals and mission. With the specific requirements of the federal legislation in mind, we restate the university's policy as follows:
In an effort to provide a drug-free workplace and environment, the University of Michigan prohibits the unlawful manufacture, distribution, dispensation, possession, or use of any controlled substance in the workplace. The term controlled substance refers to all illegal drugs and to legal drugs used without a physician's order as further delineated in schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812). It does not prohibit taking prescribed medication under the direction of a physician.
Those individuals who are found to be in violation of this policy are engaged in serious misconduct and subject to disciplinary action consistent with the university Standard Practice Guide 201.12 "Discipline (Performance and Conduct Standards)" or University By-Laws or the appropriate collective bargaining agreement in addition to other legal actions which may result.
All university faculty and staff members, as a condition of their employment, must abide by the terms in this policy. In addition, those faculty and staff members engaged in the performance of a federal grant or contract will notify their university supervisor or department head of any criminal drug convictions in the workplace no later than 5 days after such conviction. The supervisor or department head must then promptly report the violation to the Office of the General Counsel. Within 10 days of the reported conviction, the university must provide written notice to any federal sponsor of grants or contracts on which the convicted employee was working. Possible penalties for failure to comply include suspension or termination of specific grants or even debarment of the entire university from the receipt of federal funds.
The university has long recognized that a faculty or staff member who has a drug problem may be rehabilitated. In order to assist those with drug problems, the university has established programs and encourages individuals to seek confidential evaluation and the opportunity for rehabilitation for any type of drug problem. Individuals may contact the Faculty and Staff Assistance Program Office (FASAP) or the Employee Assistance Program (EAP).