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.
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.
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:
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 their 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 5 calendar days of the conviction. The University will take appropriate action within 30 days of notification. Federal contracting agencies will be notified when appropriate.
If an employee violates the policy, they 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.
It is the supervisor's responsibility to:
Reasonable Suspicion Checklist