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Drug and Alcohol-Free Workplace

Drug and Alcohol-Free Workplace Policy

Applies to: Original Policy Date: Date of Last Review: Approved by:

All Florida Tech employees and students

 February 2022 March 2025 Dr. John Nicklow, President

Policy Owner: Human Resources

Policy Purpose

The purpose of this policy is to set forth Florida Institute of Technology’s commitment to providing a drug and alcohol-free workplace. To protect the well-being of the community and ensure compliance with federal regulations, this policy prohibits the use of illegal drugs and the abuse of alcohol in the workplace. The university is dedicated to preventing substance abuse and will implement programs and procedures to address violations of this policy.

Policy Scope

Florida Institute of Technology is committed to maintaining a drug-free workplace and informing students and employees about the dangers of drug abuse, the university's drug-free policy, and available counseling and rehabilitation resources. In compliance with the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act Amendments of 1989, all students and employees must be aware of this policy as a condition of employment, contract participation, or enrollment.

Annual electronic copies of the policy will be provided to all students and employees, and it will be prominently displayed on the Human Resources website. The Office of Human Resources and the Dean of Students will ensure notification to all employees and students, respectively.

Policy Statement

Employees and students are prohibited from using, possessing, buying, selling, manufacturing, or distributing illegal drugs, or drugs not lawfully prescribed, on university premises, during university-related activities, or while operating university vehicles. They are also prohibited from being under the influence of alcohol or illegal drugs or consuming alcohol during university activities, except when alcohol is served at a university-sponsored event. Even at such events, employees must behave professionally and avoid driving if impaired.

The university will provide annual information on conduct standards, disciplinary actions, legal sanctions for drug and alcohol-related offenses, health risks, and available counseling or treatment programs.

Procedures/Guidelines

Students and employees may be required to undergo alcohol/drug testing if there is reasonable suspicion of being under the influence. If there is reasonable suspicion that an employee is under the influence while working, the manager(s) must be notified immediately. Management will collaborate with HR to assess the situation. Both parties will recommend next steps, based on their observations, which may include the employee undergoing alcohol/drug testing.

Failure to comply with testing or refusal to report to the testing facility may result in dismissal for employees or suspension for students. Employees or students who test positive may be referred to the Student Counseling Center or Employee Assistance Program (EAP) for treatment, and failure to follow through with recovery plans may lead to dismissal or suspension.

Employees required to drive university vehicles must notify the Vice President of Human Resources within five business days of any alcohol-related driving conviction. Employees on medically prescribed controlled substances that may affect job performance must notify their supervisor and provide verification if requested. Failure to do so may lead to dismissal.

Applicants for employment or admission may be tested for alcohol or drugs. Refusal to take the test or a positive result will disqualify them from consideration. Employees must report to work fit for duty, free from the effects of drugs or alcohol, and consult with their doctor if prescribed medication affects their ability to work safely.

Employees involved in federal grants or contracts must notify their supervisor within five days of any drug-related conviction. The supervisor will inform the Vice President of Human Resources and the Office of Research and Sponsored Programs, which will notify the relevant federal agency within 10 days.

Compliance Reference

In accordance with the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act Amendments of 1989, all students and employees of Florida Institute of Technology must comply with the university's drug-free policies as a condition of employment, participation in contracts or grants, or pursuit of a degree.

  • The Drug-Free Workplace Act of 1988 mandates that recipients of federal grants and certain federal contracts certify their commitment to maintaining a drug-free workplace and establish an ongoing drug-free awareness program.
  • The Drug-Free Schools and Communities Act Amendments of 1989 require that employers receiving federal financial assistance implement a program to prevent the use of illicit drugs and the abuse of alcohol. As part of this program, students and employees must receive annual information on:
    • Standards of conduct regarding drug and alcohol use.
    • Applicable legal sanctions under local, state, or federal law for the unlawful possession or distribution of illicit drugs and alcohol.
    • Health risks associated with the use of illicit drugs and the abuse of alcohol.
    • Available drug or alcohol counseling and treatment programs.
    • Disciplinary sanctions the university will impose for violations of the standards of conduct.

Responsibilities and Assistance

Florida Institute of Technology recognizes that alcohol and drug abuse, as well as addiction, are treatable and that early intervention significantly improves the success of rehabilitation. The university encourages both students and employees to seek help if they are concerned about alcohol or drug use and to utilize available resources for support.

For Employees:

  • Employee Assistance Program (EAP): Offers professional counseling, consultation, and support services for employees, available via face-to-face meetings, online consultations, or phone support. These services are confidential and free.

For Students:

  • Student Counseling Center: Provides confidential, high-quality mental health and wellness services to assist students in achieving their personal, academic, and career goals.
  • Holzer Health Center: Focuses on maintaining and improving students' health and well-being with an emphasis on cultural and developmental considerations.

The university also encourages students and employees to access local community resources to seek additional help and identify suitable treatment options.

Resources

Florida Tech Resources:

Additional Resources:

Enforcement

Any student or employee found responsible for violating the alcohol or drug policy is subject to the university's disciplinary procedures, which may include dismissal, referral for prosecution, or mandatory participation in an alcohol or drug rehabilitation program. Violations of university policy by students are addressed through the Student Code of Conduct.

For Employees:
When an employee is found responsible for violating university policies, the following actions may be taken at the university’s discretion:

  1. Mandatory Referral to the Employee Assistance Program (EAP) or requirement to complete a rehabilitation program.
  2. Disciplinary Warning – Formal notification of policy violation.
  3. Suspension – Temporary removal from duties.
  4. Termination – Dismissal from employment.

Legal Sanctions:
Any university employee or student who violates this policy or is convicted under any local, state or federal alcohol or drug-related statute, whether the violation occurs in the workplace or outside, will be subject to the university's disciplinary procedures, including dismissal and/or referral for prosecution. These statutes include but are not limited to: underage alcohol use; alcohol in vehicles; underage driving under the influence; driving under the influence; possession of illegal substances; distribution of illegal substances.

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