To protect the safety of College employees, students, operations, and assets, as well as the communities in which we operate, the use, possession, manufacture, distribution, dispensing or sale of alcohol or controlled substances in the workplace or while conducting business on the College’s behalf is strictly prohibited.
Controlled substances include illegal drugs as well as prescription drugs for which an individual does not have a valid prescription. Under the Drug-Free Workplace Act of 1988, the College is required to maintain a drug-free environment for its employees.
Under no circumstances are employees permitted to be under the influence of alcohol and/or drugs while working, with the exception of proper use of substances legally prescribed to them by a physician.
To ensure a drug and alcohol-free environment, the College will take all necessary actions, which may include the following for violations of this policy:
Immediate termination for the unauthorized use, sale, attempted sale, possession, or distribution of alcohol, drugs (with the exception of proper use of substances legally prescribed to an employee by a physician), or paraphernalia associated with such substances, on College premises, while on College business, or while operating a College vehicle or any other violation of this policy.
Search of an employee’s desk, locker, and/or other property belonging to the College under that person’s control, by an authorized agent of the College when there is reasonable suspicion. Employees refusing to cooperate in an inspection may be subject to corrective action, up to and including termination.
Drug and alcohol testing may be required as provided below. At its discretion, the College may require employees to successfully complete a drug or alcohol abuse assistance or rehabilitation program as a condition of continued employment.
In the event that any employee is convicted of a violation of a criminal drug statute in the workplace, the employee must notify the College no later than five days after such conviction.
Employees undergoing prescribed medical treatment with a legal drug or controlled substance that presents a direct threat to the safety of the employee or co-workers must report this fact to his or her supervisor. The College retains the right to change an employee’s job assignment or take other action that is necessary in the College’s discretion while the employee is undergoing such treatment.
Off-the-job illegal drug use or alcohol abuse that could adversely affect an employee’s job performance or that could jeopardize the safety of other employees, the public, or the College or its reputation may result in disciplinary action, up to and including termination.
It is each employee’s responsibility to act in a professional and responsible manner. Alcohol consumption at Institute-hosted or sponsored activities should be limited and carefully controlled.
Drug and Alcohol Testing
The Cleveland Institute of Art may require any employee believed to be under the influence of drugs and/or alcohol which may be impairing ability to perform job duties to undergo appropriate testing. Such testing will be limited to instances where the College has reasonable suspicion to believe that an employee is under the influence of drugs or alcohol. An individual who is required to undergo testing will be provided transportation to a local medical facility or laboratory at the expense of the College.
An employee who is injured on the job while intoxicated or under the influence of a controlled substance not prescribed by their physician may not be eligible for Workers’ Compensation benefits. Employees may dispute or prove untrue the presumption (or belief) that alcohol or a controlled substance not prescribed by their physician is the proximate cause (main reason) for the work-related injury. The burden of proof is on the employee if they test positive.
If an employee fails or refuses to submit to the testing, they will be considered to have violated the policy and will be subject to corrective action up to and including termination of employment. If an employee tests positive or fails to submit to testing, they may be disqualified for compensation and benefits under the Workers’ Compensation Act.
Employees with questions on this policy or issues related to drug or alcohol use in the workplace should contact the VP of Human Resources + Inclusion.
Employees may also be subject to drug and/or alcohol testing under certain circumstances following a leave of absence in order to be permitted to return to work.
Tampering with, obstructing, falsifying, or altering testing procedures or testing results in any way (including but not limited to the use of an adulterant or substitute specimen) shall be considered a violation of this policy and will result in immediate termination of employment.