This document outlines an employer's drug-free workplace policy and employee assistance program. It explains that the policy prohibits alcohol and drug use to protect employee health and safety. Employees who violate the policy may face discipline up to termination. The policy also covers drug testing and searches. Confidential assistance is available through an employee assistance program to help employees who struggle with substance abuse issues. The employer is committed to maintaining confidentiality while employees seek treatment.

1. Employee Education
Drug-Free Workplace
Provided by the Office of the Assistant Secretary for Policy
U.S. Department of Labor
Amended for use by Eastern Oklahoma State College

2. 2
Employee Education Outline
 Objectives of training
 Overview of Drug-Free Workplace Policy
 Assistance
 Confidentiality

3. 3
Objectives of Training
 The requirements of the Drug-Free Workplace Policy
 What types of assistance may be available
At the end of the training, employees should be familiar with
the Drug-Free Workplace Policy and aware of the dangers
of alcohol and drug abuse. Employees should understand:

4. 4
Overview of Drug-Free
Workplace Policy
 Sends a clear message that alcohol and drug use
in the workplace is prohibited
 Encourages employees who have problems with
alcohol and other drugs to voluntarily seek help
The Drug-Free Workplace Policy accomplishes
two major things:

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The Drug-Free Workplace Policy exists to:
 Protect the health and safety of all employees,
students and the public
 Safeguard employer assets from theft and
destruction
 Maintain school integrity and reputation
 Comply with the Drug-Free Workplace Act of
1988 or any other applicable laws

6. Purpose and Goal
 Protect the safety, health and well-being of
all employees and other individuals in our
workplace.
 Balancing our respect for individuals while
maintaining an alcohol and drug-free
environment.
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7. Who is covered by this policy?
 Any individual who conducts business for
the school
 Any individual applying for a position
 Any individual conducting business on the
school’s property
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8. When does the policy apply?
8
 During all working hours
 When conducting business or representing
the school
 On call
 Paid standby
 On school property
 School-sponsored events

9. What behavior is prohibited?
 It is a violation to use, possess, sell, trade,
and/or offer for sale alcohol, illegal drugs or
intoxicants.
 Prescription and over-the-counter drugs are
not prohibited when taken in standard
dosage and/or according to a physician’s
prescription.
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10. Notification of convictions?
 Employees convicted of a criminal drug
violation in the workplace must notify the
organization in writing within 5 calendar
days of the conviction.
 Appropriate action from employer will be
taken within 30 days of notification.
 Federal contracting agencies will be notified
when appropriate.
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11. Does the policy include
searches?
 Entering the organization’s property
constitutes consent to searches and
inspections.
 Pockets, clothing, desks, work stations,
vehicles and other items may be searched.
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12. What are the consequences?
 Disciplinary action up to and including
termination of employment.
 May be required to successfully complete a
recognized drug treatment or rehabilitation
program.
 Offer of employment may be withdrawn for
applicants.
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Is Assistance Available?
Things to remember:
 Difficulty performing on the job can sometimes be
caused by unrecognized personal problems -
including addiction to alcohol and other drugs
 Help is available
 Although a supervisor may suspect that an
employee’s performance is poor because of
underlying personal problems, it is up to the
employee to decide whether or not that is the case

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 It is an employee’s responsibility to decide
whether or not to seek help
 Addiction is treatable and reversible
 An employee’s decision to seek help is a
private one and will not be made public

15. 15
 Assistance is available through the
Employee Assistance Program
 Free of charge
 Contact an EAP Representative at 405-947-7576

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 An EAP Representative can help
employees decide what to do if they have a
problem with alcohol or other drugs
 An EAP Representative also can help an
employee decide what to do if someone in
his/her family or workgroup has a problem
 Conversations with an EAP Representative
are confidential

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Additional services are available from:
 Rural Intervention Services Enterprise at
918-465-7890
 Choctaw Nation Recovery Center at 918-
567-2389
 Carl Albert Community Mental Health
Center at 918-426-7800
 Southeastern Oklahoma Social Services at
918-302-0389
 Professional Counseling and Consulting
Services at 918-420-5238

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How is confidentiality protected?
 Problems will not be made public
 Conversations with an EAP professional - or
other referral agent - are private and will be
protected
 All information related to performance issues
will be maintained in his/her personnel file
 Information about referral to treatment,
however, will be kept separately

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 Information about treatment for addiction or
mental illness is not a matter of public record
and cannot be shared without a signed release
from the employee
 If an employee chooses to tell coworkers about
his/her private concerns, that is his/her decision
 When an employee tells his/her supervisor
something in confidence, supervisors are
obligated to protect that disclosure

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However, there are some limits on confidentiality
that may require:
 Disclosure of child abuse, elder abuse and serious threats of
homicide or suicide as dictated by state law
 Reporting participation in an EAP to the referring supervisor
 Reporting the results of assessment and evaluation following
a positive drug test
 Verifying medical information to authorize release time or
satisfy fitness-for-duty concerns as specified in company
policy
 Revealing medical information to the insurance company in
order to qualify for coverage under a benefits plan

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How is the policy communicated?
 Employees receive written copy of the policy
 Reviewed with new employees
 Annual update of policy through Blackboard
 Posters and brochures are available at all
locations

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In Conclusion
 The Drug-Free Workplace Policy may be
viewed in its entirety on the Human
Resources page at
http://www.eosc.edu/discover_eosc/departmen
ts/human_resources/handbooks_policies_form
s_manuals.aspx
 Further questions may be directed to the
Human Resources Office.