Drug-free Workplace Policy Responsible Administrative
Unit: Human Resources


Issued:
Policy Contact:

Associate Vice President, Human Resources,
Revised: March 12, 2013
mdougher@mines.edu


1.0 BACKGROUND AND PURPOSE
Mines is committed to protecting the health, safety, and wel-being of al employees,
students, and other individuals in our workplace and campus community. Alcohol abuse and
drug use can pose significant health, safety, and wel -being concerns within the Mines
working and learning environment.

1.1
There are many risks associated with the use of illicit drugs and the abuse of
alcohol, including physical and mental impairment, emotional and
psychological deterioration, and devastating effects on family, friends, and co-
workers. Obvious risks include being charged with driving under the influence,
sustaining or causing personal injury, and suffering immediate health risks
(hangovers, incapacitation, overdose, convulsions and death). A number of
less obvious risks include poor job performance, jeopardizing future career
prospects, unwanted and inappropriate sexual activity, slowed reaction times,
short-term memory impairment, irritability and depression, and mental
confusion. Information about the known effects of alcohol and specific drugs is
available from many on-line sources, the Mabel M. Coulter Student Health
Center, and the Colorado State Employees Assistance Program (C-SEAP).
1.2 As a recipient of federal contracts and grants, Mines is subject to federal
laws and regulations with respect to drug and alcohol use in the workplace.
The Drug-Free Workplace Act of 1988 requires that Mines establish drug
and alcohol policies and programs. In addition, former Colorado Governor Roy
Romer issued Executive Order D000291 regarding Substance Abuse by
State Employees1. In accordance with the above, Mines has enacted the
following policy applicable to al employees and certain other covered
individuals.2

2.0 POLICY
It is the policy of Colorado School of Mines to maintain a drug-free workplace and campus.
The unlawful possession, use, manufacture, or distribution of illicit drugs on the campus, in
the workplace, or as part of any School activity is prohibited. In addition, the illegal use of
alcohol or misuse of alcohol on the campus, in the workplace, or as part of any School
activity is also prohibited.3 The campus and workplace includes al Mines premises and any
premises where Mines activities are conducted.


1 This Drug-free Workplace Policy is also intended to comply with the Drug-Free Schools and Communities
Act of 1989. Additional information about maintaining a drug-free campus community may be found here:
AOD Education and Prevention Policy.
2 As described below including campus volunteers, contractors, and visitors.
3 Except as authorized under the Board of Trustees Institutional Alcohol Policy.




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Drug-free Workplace Policy Responsible Administrative
Unit: Human Resources


Issued:
Policy Contact:

Associate Vice President, Human Resources,
Revised: March 12, 2013
mdougher@mines.edu


2.1 The unlawful possession, use, or distribution of illicit drugs and unlawful or
unauthorized use of alcohol by employees will result in disciplinary action
(consistent with Mines policies, and local, state, and federal laws). While
Colorado’s Constitution allows for the legal use of marijuana under certain
circumstances, because of Mines’ status as a federal contractor and grant
recipient, and because marijuana use is still prohibited under federal law,
the use of marijuana at work, or outside of work if it impairs an employee’s
ability to perform his or her job, constitutes a violation of this policy.
2.2 Discipline, depending upon the circumstances involved, may range from
verbal warnings or counseling, written corrective action or disciplinary actions,
up to and including termination of employment. In addition to discipline, or in
lieu of it, employees may be referred to appropriate counseling or treatment
programs (at the employee’s expense). Employees found to be in violation of
this policy may be required to provide evidence of satisfactory participation in
a substance abuse assistance or rehabilitation program.
2.3 Violators of the policy may also be referred to the appropriate authorities for
prosecution depending on the circumstances of the violation.
2.4 It is not the intent of this policy to prohibit the possession or use of legally
prescribed controlled substances for medical reasons by the individual for
whom the medications are prescribed. Any employee taking prescribed or
over-the-counter medications is responsible for consulting the prescribing
physician or pharmacist to determine whether the medication may interfere
with the safe performance of his or her job. It is the responsibility of the
employee to use appropriate personnel procedures (e.g., proper use of sick
leave as needed and appropriate, etc.) and to inform his/her supervisor if such
medication may temporarily impair the employee's ability to safely and
satisfactorily perform assigned duties.
2.5 Irrespective of the use of legally prescribed drugs, controlled substances,
and the lawful use of alcohol, it is a violation of workplace standards to be at
work in an impaired status. If an employee is at work in an impaired
status, Mines has the right to take such disciplinary action as Mines deems
necessary to ensure work is safely and properly performed. Being unfit for
work because of use of drugs or alcohol is strictly prohibited, and is
grounds for termination of employment. While this policy refers specifical y to
alcohol and drugs, it is intended to apply to inhalants and al other forms of
substance abuse.
2.6 In accordance with the specific requirements of the Drug-Free Workplace Act
of 1988, employees who are convicted (including a plea of nolo
contendere) of a criminal drug statute violation occurring in the workplace must
notify the Colorado School of Mines in writing of their conviction within five (5)
days thereafter by informing their supervisors and the Associate Vice

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Drug-free Workplace Policy Responsible Administrative
Unit: Human Resources


Issued:
Policy Contact:

Associate Vice President, Human Resources,
Revised: March 12, 2013
mdougher@mines.edu


President of Human Resources.
2.7 Employees who are required to obtain Commercial Drivers Licenses in
order to drive vehicles heavier than 26,000 pounds, vehicles placarded for the
transportation of hazardous materials, and/or vehicles designed to carry
sixteen (16) or more persons are subject to a protocol of testing for the use of
drugs and alcohol.
2.8 As a condition of employment, al Colorado School of Mines employees are
required to follow this policy.

3.0 REHABILITATION

3.1
Mines recognizes alcohol or drug dependencies are treatable conditions.
Employees who suspect they have an alcohol or drug dependency problem are
encouraged to seek assistance. Successful completion of an appropriate
rehabilitation program (including participation in aftercare) may be considered
as evidence of eligibility for continued or future employment.
3.2 Employees who are concerned about substance use, abuse, and
rehabilitation are strongly encouraged to contact their family physicians,
their health plan, or the Colorado State Employees Assistance Program.
(C-SEAP contacts are confidential and free of charge to the employee.)
Health insurance plans may provide coverage for substance abuse programs
that address substance abuse and rehabilitation. The Office of Human
Resources has information about the health plans. Additionally, the health
plan documents can be found at: http://inside.mines.edu/Employee_Benefits.


4.0
OTHER COVERED INDIVIDUALS

4.1
Individuals who are not Mines employees, but who perform work at Mines
for its benefit (e.g., independent contractors, temporary employees
provided by agencies, visitors engaged in joint projects at Mines, volunteers,
etc.) are required to comply with this policy. Mines expects personnel of
contractors, common carriers, and vendors working on Mines premises to
comply with this Drug Free Workplace Policy. Failure to cooperate with
Mines in this regard may result in removal from Mines premises and denial of
future entry.

5.0
HISTORY & REVIEW CYCLE
This policy is subject to Annual (As Needed) Review.
December 9, 2014 (Updated links, spel ing, history & review cycle added).


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