Drug Free Schools. 41.01 `No employee shall unlawfully possess, use or distribute illicit drugs or alcohol on school premises or at any place where school activities are held. Disciplinary sanctions will be imposed on employees who violate this provision. Sanctions may include referral to and completion of an appropriate rehabilitation program, employment termination in accordance with O.R.C. 3319.16, and referral for prosecution.
Drug Free Schools. The District will enforce the Drug Free Schools Policy adopted by the Board.
Drug Free Schools. The Association and Board oppose the illegal use of drugs by any employee and oppose the use of illegal drugs or alcohol which presents a significant risk to safe and effective performance of job responsibilities. The parties agree that it is in the best interest of the Board, Association and all students that the District be a drug and alcohol-free work place. The Association and Board wholeheartedly support reasonable efforts by the other to obtain and maintain this result.
Drug Free Schools. 13.111 No member of the Brunswick Education Association of the Brunswick City School District shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance as defined in Schedules I through V of Section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.R.F. 1300.11 through 1300.15.
Drug Free Schools. 6.1 No employee shall consume alcohol if he/she is responsible for students or if he/she has non-supervisory contact with students when parents/guardians are not in attendance.
Drug Free Schools. As a condition of employment with the Chelsea Public Schools, all educators are required to sign the Employee Substance Abuse Policy. The Safe and Drug Free Schools and Communities Act requires this policy which mandates that the Chelsea Public Schools inform all employees that the use of drugs and/or alcohol in connection with activities on the premises of the Chelsea Public Schools is prohibited. This policy will be posted and maintained on the Chelsea Public School’s website.
Drug Free Schools. The Lakewood Board of Education is committed to a drug/alcohol free workplace. It will enforce a policy requiring all employees to refrain from the use, distribution, or possession of illicit drugs or alcohol while on school premises or while working with students under the direction of the Lakewood Board of Education. Employees who fail to comply with this policy may be subject to discipline and/or termination. The initial disciplinary action may be the completion of an appropriate awareness and/or rehabilitation program approved by the Board as determined by the Superintendent with input from the Chemical Dependency Coordinator and the OAPSE President. Subsequent offenses may result in further discipline and/or termination in accordance with the ORC and/or provisions of this agreement.
Drug Free Schools. As a condition of continued employment in the district, all employees shall abide by the terms of this policy. Employees shall not unlawfully manufacture, distribute, dispense, possess or use illicit drugs, controlled substances, or alcoholic beverages on district property or at any school activity. Compliance with the terms of this policy are mandatory. Employees who are found violating the terms of this policy shall be reported to the appropriate law enforcement officers. Additionally, an employee who violates the terms of this policy shall be subject to the following sanctions:
Drug Free Schools. No employee shall unlawfully possess, be under the influence or use or distribute illicit drugs or alcohol on school premises or at any place where school activities are held. Employees who must hold CDL’s to perform their job duties will be subject to pre-employment, return to duty and random drug and alcohol testing, in accordance with the Omnibus Transportation Employer Testing Act and applicable regulations. In addition, the Board reserves the right to require any on duty employee to undergo medical testing for alcohol/drug use if it has reasonable suspicion to believe, based on specific contemporaneous and articulable observation of two (2) qualified supervisors, that the employee is under the influence of alcohol/drugs while on duty or has used such substances on Board property, or if the employee is involved in a work-related accident resulting in physical injury or injury to property. Supervisors and a union representative will receive formal training. The types of tests that may be used include breathalyzer and urinalysis. No medical test will be administered without the written consent and release of the employee. A refusal to submit a written consent to medical testing under the conditions outlined in this Article or a confirmed positive test result may result in disciplinary action, in accordance with the terms of this Agreement, including suspension without pay or termination subject to any appeals under the grievance procedure in Article VII. The employee may also be required to participate in a rehabilitation program monitored by the Board. Employees may seek referral to the Employee Assistance Program and may use sick, personal or vacation time to attend such programs. All laboratories selected to conduct the analysis, including the Board’s primary contractor, and any lab used for confirming tests, must be experienced and capable in the areas of quality control, documentation, chain of custody, technical expertise, and have a demonstrated proficiency in testing. Positive results will be reviewed by a physician (medical review officer), who will offer to discuss results with the employee prior to issuing the finding to the Employer. Employees taken to testing will be paid at their regular rate for all travel time and all hours required at the testing site. The local union will be notified if any bargaining unit member is charged with being “under the influence,” and may accompany the employee to testing if requested by the employee.
Drug Free Schools. “The Xxxxxx Creek Board of Education and AFSC&ME Local 3524 are concerned with the well- being of the employees and the need to maintain employee productivity and the successful accomplishment of providing education and support to the students of the Xxxxxx Creek Community schools. Moreover, the Board of Education and AFSCME Local 3524 recognize that employees serve as role models to students. Substance abuse by employees constitutes a grave threat to their physical and mental well-being, significantly impedes their work objectives and job performance, and is a detriment to their effectiveness as a positive role model. Accordingly, it is the policy of the Board of Education to implement a drug prevention program and to prohibit the unlawful possession, use, distribution being under the influence of illicit drugs and alcohol by all employees on school premises or as part of any school business, activity or function pursuant to Public Law 101-226, other wise known as the Drug-Free Schools and Communities Act Amendments of 1989, 20 USC S 3171 et seq., and its promulgated regulation, 34 CFR Part 86. Board Policy 4116.3P.”
