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The District Administrator shall conduct or have conducted periodic in-services for employees that include but are not limited to:
• Signs and symptoms of drug use in adolescents and adults; such as slurred speech, glassy eyes, staggering, loss of balance, dizziness, drowsiness, excitability, disorientation, confusion, aggressiveness, rapid mood swings, and strange odors (alcohol, marijuana, etc.)
• Types of drugs available and their effects on users.
• Laws, rules and regulation relating to alcohol and drug use.
• The use and reliability of alcohol and drug tests.
• School district policy relating to alcohol and/or drug use on district property or at school-sponsored activities.
• Resources available to individuals who have alcohol or drug problems.
• Information about drug and alcohol counseling, rehabilitation and re-entry programs available to employees.
When an employee is under the influence of prescription medication or medication that contains alcohol and that employee believes that his/her behavior may be affected by such chemicals, he/she shall let his/her administrator/supervisor know to avoid any misunderstandings. To protect confidentiality, the employee may, at his/her discretion, give permission for the supervisor to be in contact with their physician only by a formal release of information.
When a district employee is in violation of Board policy, the administrator in charge shall determine the appropriate consequences, which could be possible referrals for assistance and/or to law enforcement. The administrator shall consult all applicable collective bargaining agreements when determining the consequences for violations of policy.
Unlawful manufacture, distribution or intend to distribute, possess, dispense or use a controlled substance or alcohol in school buildings or on school premises, in school-owned vehicles or school-approved vehicles used to transport students to and from school or school activities, or off school property during school-sponsored activities, events or functions where students are under the jurisdiction of the school district will be grounds for immediate police involvement and disciplinary action including possible dismissal.
If an employee is called in outside of regularly scheduled hours on an emergency basis the provision of no alcohol use does not apply. An employee who believes that he/she may be under the influence, impaired or feels that he/she is unable to perform his/her duties, must refuse such emergency or extra work.
Approved: December 15, 2008
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