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Alcohol and Drug-Free Workplace Interim Policy


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Purpose/Background

This policy was established to provide Faculty and Professional Staff Members and Students with guidelines  relating to drug and alcoholic beverage use on University premises, or on University business. The use of alcohol for business purposes is limited to those identified in the Alcohol, Meals and Catering policy, and in no case shall a member of the Pacific community become intoxicated. The policy also outlines the methods for maintaining a work environment free from the effect of alcohol/drug abuse or other substances that adversely affect the mind or body and communicates to Faculty and Professional Staff Members and Students that they must report for work and perform assigned duties without any physical or mental impairment which would unreasonably interfere with their ability to perform the essential functions of their job.

Applicability/Responsibility

The Alcohol and Drug-Free Workplace Policy applies to anyone representing or conducting business for the University.  Therefore, this policy applies during all working hours, whenever conducting business or representing the University, while on call and paid standby, while on University property and at University-sponsored events 

An individual who conducts business for the University, is applying for a position or is conducting business on the University's property is covered by the Alcohol and Drug-Free Workplace Policy.  The policy includes, but is not limited to full-time employees, faculty, part-time employees, off-site employees, temp-casual employees, student employees, graduate assistants, contractors, volunteers, and applicants.

The Department of Human Resources is responsible for establishing and overseeing the application of this Alcohol and Drug-Free Workplace Policy.  Each Campus Human Resources office is responsible for administering this Policy.

ContactResponsible Items
Human ResourcesDrug Screening

 

Definitions

TermDefinition
AlcoholAlcohol is a psychoactive drug that is the active ingredient in drinks such as beer, wine, and distilled spirits (hard liquor).
Controlled SubstanceControlled substances are those defined in 21 U.S.C.812 and include, but are not limited to, such substances as marijuana, heroin, cocaine and amphetamines
DrugA drug is any substance that causes a change in an organism's physiology or psychology when consumed.
DWADrug-Free Workplace Act of 1988
DFSCADrug-Free Schools and Communities Act of 1989
EAPEmployee Assistance Program
Illegal DrugIllegal drugs include controlled substances, and are drugs which a person is not allowed by law to own, possess or use without permission.

 

Policy Statement

University of the Pacific is committed to protecting the safety, health and well being of all employees and other individuals in our workplace.  We recognize that college and university campuses may be particularly vulnerable to alcohol and drug abuse which poses a significant threat to our goals.  As members of the Pacific community, we must share in the work of solving this problem.  We have established an alcohol and drug-free workplace program that balances our respect for individuals with the need to maintain an alcohol and drug-free environment.

Information is distributed annually as a requirement of the Drug-Free Schools and Campuses Act of 1989, and the Drug-Free Workplace Act of 1988.  Universities that receive federal/state funds in any form are required to comply with the above acts. 

In general, Pacific supports the following approach to alcohol and other drugs:

  • Excessive use or abuse is neither condoned nor tolerated.
  • Treatment and diversion are the preferred method when confronting a problem.  However, disciplinary action, including termination, may be imposed for violations of this policy.
  • Direct, human behavior-based communication is important.

Prohibited Behavior

It is a violation of the Alcohol and Drug-Free Workplace Policy to use, manufacture, possess, solicit, trade, and/or offer for sale illegal drugs on any Pacific campus,  The campus and workplace include all Pacific premises where the activities of the university are conducted.

The use of alcohol is strictly prohibited under any circumstance where impairment would impact the delivery of care or present a safety concern to include, but not limited to clinic environments, patient care or public safety.  Use of alcohol for business purposes is limited to those identified in the Alcohol, Meals, and Catering Policy and in no case shall a member of the Pacific community become intoxicated.

Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or according to a physician's prescription.  Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication may interfere with safe performance of his/her job.  If the use of a medication could compromise the safety of the employee, fellow employees or the public, it is the employee's responsibility to use appropriate personnel procedures (e.g., call in sick, use leave, request change of duty, notify supervisor, notify Human Resources) to avoid unsafe workplace practices.

The illegal or unauthorized use of prescription drugs is prohibited.  It is a violation of the Alcohol and Drug-Free Workplace Policy to intentionally misuse and/or abuse prescription medications.  Appropriate disciplinary action will be taken if job performance deterioration and/or other accidents occur.

Notification of Convictions

Any employee who is convicted of a criminal drug violation in the workplace must notify the University Human Resources Office in writing within five calendar days of the conviction.  The University will take appropriate action within 30 days of notification.  Federal contracting agencies will be notified when appropriate.

Violations

If an employee violates the policy, he or she may be subject to disciplinary action up to and including demotion, suspension, or termination. Violations may also be referred to the appropriate authorities for prosecution. The University, in its discretion, may choose not to terminate an employee, and in such event, the University, in addition to any disciplinary action may refer the employee to a treatment and/or counseling program for substance abuse.

Staff challenging the imposition of such sanctions may appeal through the Grievance Procedure as outlined in the University of the Pacific Staff Handbook, and, if applicable, through processes provided by union contracts.  A copy of the Staff Handbook can be obtained from the Department of Human Resources.  The grievance and appeal process for faculty is outlined in the Faculty Handbook.

Individuals who are not Pacific employees, but who perform work at Pacific for its benefit (e.g., independent contractors, temporary employees provided by agencies, visitors engaged in joint projects at Pacific or volunteers) are required to comply with this policy. Such individuals who violate this policy may be barred from further work for and at Pacific.

Responsibilities

It is the supervisor's responsibility to:

  • Inform employees of the Alcohol and Drug-free Workplace Policy
  • Observe employee performance
  • Work with Human Resources to investigate reports of dangerous practices
  • Document negative changes and problems in performance
  • Counsel employees as to expected performance improvement
  • Refer employees to the Employee Assistance Program
  • Clearly state consequences of policy violations

 

Contact Information

SubjectDepartment Phone/Email/WebpagePhone/Email/Webpage

Reasonable Suspicion

 

Human Resources-Stockton209 946-2124Human_Resources@pacific.edu
 Human Resources-Sacramento sacramentohr@pacific.edu
 

Human Resources-

San Francisco

 sfhr@pacific.edu

 

Related Information

ItemDescription

University Links

 

Title and website link of university policy, procedure, document or web location supporting the policy - Include links to guidance, procedures, FAQs

Forms

 

Reasonable Suspicion Checklist 

 

Related Links

 

Related links, external to the university, that support the policy, including state and federal websites

Procedures 

 

ADW Procedures

 

 

 


About This Policy
Last Updated
5/27/2020
Original Issue Date
10/1/2013

Responsible Department
Human Resources