Drug and Alcohol Abuse Policy

Drug and Alcohol Abuse Policy


Regulation on Substance Abuse

It is the mission of Carl Sandburg College to provide an environment conducive to learning. The illegal use of controlled substances is harmful to the health of the individual and may hinder learning. Therefore, the illegal use of controlled substances, as well as their manufacture, distribution,  ispensation, or possession is prohibited on Carl Sandburg College property or as any part of College activities, events, classes, programs, or services. The College administration shall strive to maintain a drug-free campus for all College employees and students. Educational programs will be offered to insure that all College individuals have the opportunity to become aware of the issues regarding drug use/abuse in the work place, including: 1) the dangers of substance abuse; 2) the policy of the college regarding a drug-free work place; 3) the community resources for drug counseling and  ehabilitation programs; and 4) the penalties that may be imposed upon students/employees for drug abuse violations.

 

Students/employees who feel they have a drug abuse problem are encouraged to ask for assistance so as to be referred to an appropriate drug rehabilitation and treatment program. Students with such problems should notify the chief student services officer or a counselor. Employees should contact their immediate supervisor.

 

Employee or student behavior that is inappropriate, disruptive, and/or dangerous as a result of the use of illegal drugs will not be tolerated. Employees/students should report such behavior to the supervising vice president. Pending or subsequent to any legal penalties that may be imposed upon the student or employee, the supervising vice president may require the student or employee to participate satisfactorily in a recognized substance abuse program approved by the college. If the student/employee refuses, disciplinary actions may be taken and could include:

  1. A verbal warning.
  2. A written reprimand.
  3. Suspension (with or without pay for employees).
  4. Termination of employment or expulsion from school.
  5. Reporting such person to local, state or federal law enforcement agencies.

 

Visitors using, in possession of, or under the influence of a controlled substance will be prohibited from using College facilities and/or reported to appropriate law enforcement agencies. If the student or employee finds the disciplinary action unjustified, he/she may elect to file a complaint according to the existing complaint procedures in the College catalog or College policy manual. Faculty may elect to file a complaint according to the Grievance Procedure (Articles 7 & 11) of the Professional Negotiations Agreement.

 

It is further a policy of Carl Sandburg College, District 518, to provide a "drug-free work place" as defined by the Drug-Free Work Place Act of 1988 (DFWA). Employees are required by the DFWA to report any conviction for a drug-related crime occurring in the work place to their supervising vice president within five days of the date of the conviction. This law does not require reporting of alcohol-related convictions.

 

The College will report that employee to the appropriate federal agencies within 10 days as well as require the employee to participate satisfactorily in an appropriate drug abuse assistance program within 30 days from said dates. Each student/employee of the College will receive a written copy of the College Policy Statement and will be notified of educational programs required by the Drug-Free Schools and Communities Acts Amendments of 1989. Each student/employee will be notified that he/she must abide by the Policy Statement.

 

Regulation on Alcohol Abuse

 

The illegal use or abuse of alcohol by students, visitors, or employees is prohibited on Carl Sandburg College property or activities. Student, visitor or employee behavior that is disruptive or dangerous as a result of the consumption of alcohol will not be tolerated and such behavior should be reported to the supervising vice president.

 

Educational programs will be offered to insure that all College individuals are aware of the issues concerning the use and abuse of alcohol. This will include: 1) the dangers of alcohol abuse, 2) the policy of the College concerning an alcohol-free school, 3) the community resources for alcohol counseling and rehabilitation programs, and 4) the penalties that may be imposed upon students or employees for violations of the College regulation on alcohol.

 

If a student or employee feels he/she has a problem with alcohol, the College will assist in a program that helps with this type of problem. Students with such a problem should notify the chief student services officer or a counselor. Employees should contact their immediate supervisor.

 

Pending or subsequent to any legal penalties that could be imposed, the immediate supervisor may require participation in a recognized alcohol rehabilitation program approved by the College. If the student/employee refuses, disciplinary action may be taken and could include:

  1. A verbal warning.
  2. A written reprimand to employees.
  3. Suspension with or without pay for employees or expulsion from school.
  4. Termination of employment.

 

Visitors using alcohol or who are intoxicated from alcohol will be prohibited from using College facilities. If the student or employee finds the disciplinary action unjustified, he/she may elect to file a complaint according to the existing complaint procedures in the College catalog or college policy manual. Faculty may elect to file a complaint according to the Grievance Procedure (Articles 7 & 11) of the Professional Negotiations Agreement. Each employee/student of the College will receive a written copy of the College Policy Statement and educational programs required by Drug-Free Schools and Communities Act Amendments of 1989 (Public Law 101-226) and the requirement that they abide by it. The College administration will review the Regulation on Alcohol biannually to determine its effectiveness and implement changes as needed and to insure that rehabilitation or disciplinary actions are enforced.