NSSD Mission

NSSD Foundation

North Sanpete School District
Statement of .............  

Board Policy with Guidelines

Policy Number:  IV-58
Effective Date:  11/13/1990
Revised Date:  05/16/2017
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Subject:  Drug and Alcohol Free Workplace

North Sanpete School District in accordance with Public Law 1OO146 is committed to an alcohol and drug free workplace.

The North Sanpete School District Board of Education recognizes that the use, possession, distribution, or sale of alcohol, narcotics. or other dangerous drugs and drug paraphernalia constitutes a hazard to employees and students and is illegal according to Federal and State Law. The Board encourages the development and implementation of educational programs which will have a positive effect upon employee values, provide information on the harmful effects of all harmful substances and drugs, and aid in the prevention, misuse and abuse of those substances. The Board supports and encourages programs that coordinate school district and employee cooperation in attempting to prevent substance misuse and abuse problems, and encourages employees to seek school district, public, or outside professional help for employees who become involved with alcohol or drug abuse.

The Board delegates to the Administration the responsibility for providing educational prevention programs, with adequate employee notification, procedures for employee discipline, and support for employees and their families in all efforts of substance abuse prevention.

Employee use, possession, distribution, or sale of alcohol, narcotics, or other dangerous drugs and drug paraphernalia as defined below is prohibited in all North Sanpete School District facilities or on school property, at school district sanctioned activities, or when employees are using vehicles dispatched by the school district.

Under this policy drugs and narcotics shall be interpreted to mean any chemical considered illegal under federal, state, or local laws, all controlled substances, alcohol or other intoxicants not prescribed by an physician for current personal medical treatment.

Drug Paraphernalia includes all equipment, products, and materials of any kind, including the constituent parts there of that are either designed for use or which are intended by the employee for use in packaging, repackaging, storing, containing, concealing, injecting, ingesting, inhaling, or otherwise introducing into the human body or a controlled substance, except those which are possessed by the employee pursuant to a prescription issued by a licensed physician for current personal medical treatment.

The regulations which shall guide the enforcement of this policy shall be in keeping with applicable laws and shall be observed by all employees. Employees may be subject to disciplinary action including immediate suspension and possible termination for violation of this policy. Any and all disciplinary, termination, treatment referral proceedings initiated by the district will be in accordance with the District Grievance Procedures, and State Law.

  1. An alcohol or drug problem is defined as an employee's unlawful manufacturing, distribution, dispensing, possession or use of alcohol or drugs. The following policy applies:
    1. On-the-Job Abuse: The use of alcohol or the illegal use, sale, manufacturing, distribution or         possession of drugs or being under the influence of alcohol or illegal drugs or intoxicants as defined herein, while on the job or on school district property is proper cause for termination of employment Any illegal substance found in the possession of employees will be turned over to the appropriate law enforcement agency and may result in criminal prosecution.
    2. Off- the-Job Abuse: Off-the-job alcoholism or drug abuse which adversely affects an employee's job performance or which jeopardizes the safety of others, or is detrimental to the school district's educational programs, is proper cause for disciplinary action which could result in termination of employment.
    3. Testing: If administration is presented with credible information suggesting a. or b. listed above, the employee may be asked to submit to alcohol or drug testing at district expense. Employees refusing a request to test, may be subject to disciplinary action, up to and including termination of employment.

An employee who has been the subject of disciplinary action taken under this policy may initiate grievance procedures as provided in the employee policies and procedures of the school district, subject to the provision of the appropriate employee agreement and Utah Orderly School Termination Procedures Act.

The school district desires to provide assistance for any employee who voluntarily or involuntarily acknowledges alcohol or drug dependency.

  1. Medical Use: Employees undergoing prescribed medical treatment using a controlled substance should report this treatment to their supervisor. The use of controlled substances as part of a prescribed medical treatment program is not grounds for disciplinary action, although it is important for the district to know such use is occurring.
  2. Counseling: Assistance to employees as it relates to alcohol or drug abuse will be given by providing information counseling, and referral for appropriate treatment at the employee's expense or group health benefits that may apply.
  3. Sick Leave: Sick leave benefits may be utilized for alcoholism or drug abuse treatment to the same extent and in the same manner as for any other illness.

Employees who acknowledge a dependency problem with alcohol or drugs should voluntarily seek information, counseling, and appropriate referral direction on a confidential basis. An employee's job security or employment shall not be jeopardized  in any way be a request for information, counseling or referral assistance.

All employees of the district shall abide by the terms of this policy as a condition of employment, and shall notify the district personnel office of any arrest or conviction for possession, sale, use or distribution of drugs or other controlled substance. Failure to abide by and conform personal conduct to this policy will result in the disciplinary sanctions as provided herein.