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Madison Metropolitan School District

Employee Handbook 2021-2022

3.14 Drug-, Alcohol-, and Tobacco-Free Workplace

The District seeks to provide a safe drug-free workplace for all of its employees.

Prohibited Acts - Drugs and Alcohol: The manufacture, distribution, dispensation, possession, use of or appearance under the influence of alcohol, illegal drugs, inhalants, controlled substances or substances represented to be such, or unauthorized prescription medication, is prohibited in and on all property owned and operated by the District including vehicles, at District activities or while chaperoning students on District-sponsored trips.

For additional information:

Board Policy 8870

Tobacco and Nicotine Products: Employees shall not use tobacco products, including electronic cigarettes on premises owned or rented by or under the control of the District, in District vehicles, or in the presence of students at school or school-related activities.

For additional information:

Board Policy 6490

Reasonable Suspicion Testing: Employees shall be required to undergo alcohol and/or drug testing at any time the District has reasonable suspicion to believe that the employee has violated the District’s policy concerning alcohol and/or drugs. Reasonable suspicion alcohol or drug testing may be conducted when there is reasonable suspicion to believe that the employee has used or is using drugs or alcohol prior to reporting for duty, or while on duty, or prior to or while attending any District function on or off District property. The District’s determination that reasonable suspicion exists must be based on specific, contemporaneous, accurate observations concerning the appearance, behavior, speech or body odors of the employee. A trained supervisor must make the observations. Refusal to consent to testing may result in disciplinary action, up to and including termination of employment.

Consequence for Violation: Employees who violate the District’s policies and rules regarding alcohol, tobacco or drug use shall be subject to disciplinary sanctions. Such sanctions may include referral to drug and alcohol counseling or rehabilitation programs or employee assistance programs, discipline or discharge from employment with the District, and referral to appropriate law enforcement officials for prosecution. Compliance with the District’s policies and rules is mandatory and is a condition of employment.

Employee Assistance Program: The employee assistance program (EAP) is a voluntary program to assist employees affected by behavioral, medical or other concerns or problems. EAP helps in the prevention, identification and resolution of these problems and concerns. Participation is confidential.

For more information:

Employee Assistance Program Flyer