Drug-Free and Alcohol-Free Workplace. Section 1. The Employer shall have the right to institute, maintain, and require observance of a fair and consistent Drug and Alcohol Policy.
Drug-Free and Alcohol-Free Workplace. The College and Union recognize that drug and alcohol abuse are treatable illnesses which must be initially treated through medical, psychiatric and life-style support education and not punitive measures. This program will include training education and assistance to employees. All employees at Oberlin College will receive a copy of the Drug and Alcohol Free Workplace Policy. All employees will be screened during their probationary employment period at the College’s sole discretion. After joining the Bargaining Unit, should an employee’s behavior provide “reasonable cause” through their behavior, a written statement will trigger an investigation that will be conducted with Human Resources and the designated Union Representative to determine basic sobriety/drug-free status. The employee in question will be tested at an agreed to medical facility and provided transportation home and be put on paid leave until test results have been received. “Reasonable Cause” will be defined as observed behavior/physical characteristics that are unstable, unresponsive, and/or incoherent, which includes slurred speech, dilated pupils, or erratic interpersonal behavior. The same criteria shall be used when an employee is involved in an accident involving a motor vehicle, and/or they are involved in an accident causing injury that necessitates medical attention at a healthcare facility, and/or there is damage resulting in excess of $500 to Oberlin College property. Should the employee test positive for being under the influence of alcohol or a controlled substance, they can opt for a secondary safety screen at the expense of the College. All positively verified employees will be required to successfully complete a rehabilitation program paid by Oberlin College and demonstrate drug/alcohol free status for twelve (12) consecutive months. A second College-paid rehabilitation program may be offered at the discretion of the College. Employees who either do not complete the rehabilitation program or test positive after the rehabilitation program will be subject to discipline up to and including termination. There will be no random testing of employees except for those currently under “rehabilitation status” of the above stated 12 months. The parties agree to meet to determine threshold limits prior to implementation of the program. All Stewards and Supervisors will complete training in the observation/detection of “reasonable cause” behavior. Any disputes which may arise over compli...
