Policy - GBEB/GBEEB
EFFECTIVE DATE: 5/2/18
CANCELS SHEET DATED: 3/6/96
REVIEWED BY POLICY COMMITTEE: 4/10/18
STAFF RIGHTS AND RESPONSIBILITIES
STAFF CONDUCT/STAFF CONDUCT WITH STUDENTS
Alcohol and Chemical Abuse
RSU #74 School Board is concerned about the effects that alcohol or chemical use, including nicotine, may have on employee job performance and personal health. It is the Board’s policy that use of alcohol or chemicals shall not interfere with an employee’s job performance or the delivery of educational services to our students. The Board encourages all employees to be positive role models in the school and community.
Any employee or volunteer of RSU #74 shown to have been under the influence of, used, or possessed alcohol or any intoxicating chemical on school property, while school is in session, during any school function, or in any other place in connection with any school function or their employment, will be subject to disciplinary action up to and including termination. Such action will be based on the facts and circumstances of each case and on the appropriate sanction for such misconduct.
Any employee or volunteer in the District must notify RSU #74 in writing of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) calendar days after such conviction.
RSU #74 must notify the Federal agency in writing within ten (10) calendar days after receiving notice from an employee or otherwise receiving actual notice of such conviction.
Any employee who furnishes any intoxicating chemical to a student on or off school property at any time when school is in session or at a school function, will be subject to disciplinary action, up to and including termination. Based on factors and circumstances of each incident, the employee will be referred to law enforcement authorities.
One-time abuse of and/or possession of alcohol or other intoxicating chemicals by school employees will result in disciplinary action up to and including termination.
Any employee who needs help for chemical dependency is encouraged to voluntarily seek diagnosis and to follow through with the treatment that may be recommended by qualified professionals in order to arrest the condition as early as possible.
The Board understands that chemical dependency has been recognized as a disease. Any person having been professionally diagnosed as having chemical dependency will receive the same careful consideration and offer of treatment that is presently extended, under existing benefit plans. RSU #74 assumes no financial responsibility beyond that which is provided by employee health benefits.
Employees may be eligible for sick leave or other health insurance benefits per the individual’s contract agreement.
Employees Counseling & Treatment Procedures
A.) Self-Reported Alcohol and/or Drug Problems
1.) RSU #74 will work cooperatively with any employee who readily admits they have a substance abuse problem and willingly commits themselves to treatment.
2.) If the employee refuses to accept the diagnosis and/or treatment, and the result of such refusal is that the employee’s job performance continues to be affected, disciplinary action up to and including dismissal may be taken. If the employee fails to respond to treatment and the employee’s job performance continues to be affected, the treatment failure will be handled as in any other illness. Implementation of this policy will not require or result in any special regulations, privileges or exemptions from the standard administrative practice applicable to job performance standards.
B.) Suspected or Confirmed Substance Use and/or Abuse
1.) An employee who is drug/alcohol affected on the job shall be transported to a safe environment immediately by his or her appropriate supervisor or designee. Such an incident will result in one or more of the following disciplinary actions: oral reprimand, written reprimand, suspension without pay or termination.
2.) If, on returning to the job, the individual with a substance use or abuse problem willingly discusses the nature and extent of the problem and agrees to seek appropriate treatment, then the appropriate school officials shall proceed according to the policy outlines under Self-Reported Alcohol and/or Drug Problems.
3.) If, on returning to work, the employee denies any problem or any responsibility for substance use and/or abuse and the employees job performance continues to be affected, the appropriate RSU #74 Administrator will initiate the following procedure:
a.) The employee shall receive written notice to appear before the Superintendent with the reasons for the meeting outlined in the letter. The employee has a right to be represented by a person of his/her choice.
b.) Based on the meeting, the Superintendent may take disciplinary action up to and including termination.
c.) If the Superintendent determines that the employee’s substance use and/or abuse placed children’s safety and/or educational welfare in jeopardy, the employee will be terminated by the Superintendent. The employee may appeal the decision of the Superintendent to the Board of Directors.