The School Corporation acknowledges its obligation to provide reasonable accommodations, where appropriate, related to alcoholism and drug addiction under the Americans with Disabilities Act. This policy covers employees, volunteers, applicants for employment and any individual who conducts School-related business (“Covered Individual”). This policy applies to such covered individuals during work hours, whether on Corporation property, at Corporation-sponsored events, or otherwise. Compliance with this policy is a condition of employment.
The Board shall not permit the manufacture, possession, use, distribution, or dispensing of any controlled substance or alcohol, and any drug paraphernalia, by any Covered Individual while on any School Corporation's property or while attending a Corporation-sponsored function in the community in the Covered Individual's official capacity (with the exception of appropriately prescribed controlled substances that do not inhibit the Covered Individuals ability to safely fulfill their job functions). A Covered Individual who reports for duty or attends a Corporation-sponsored function under the influence of a controlled substance or alcohol is in violation of this prohibition. A Covered Individual who violates this policy shall be subject to disciplinary action in accordance with Corporation guidelines.
One of the goals of this policy is to encourage individuals to voluntarily seek help with alcohol or drug problems. No employee will have his/her job security or promotion opportunities jeopardized solely on the basis of his/her request for counseling or referral assistance. If, however, an individual violates the policy, the consequences are serious, including withdraw of an employment offer, and disciplinary action up to and including termination. If an employee is retained following a violation of this policy, such employee will be required to satisfactorily participate in a drug abuse assistance or rehabilitation program approved for such purposes by a federal, state, or local health, law enforcement, or other appropriate agency. Nothing in this policy prohibits an employee from being disciplined or terminated for other violations or performance problems. The responsibility to correct unsatisfactory job performance or behavior resulting from a substance abuse problem rests with the employee. Failure to do so, for whatever reason, will result in appropriate corrective or disciplinary action.
Employees who suspect they may have an alcohol or other drug abuse problem are encouraged to seek counseling and information on a confidential basis, and may contact the Human Resources Office for a list of available resources.
41 U.S.C. 701 et seq., Drug-Free Workplace Act of 1988
41 U.S.C. §8103
20 U.S.C. 3224a, The Safe and Drug-Free Schools and Communities Act
34 C.F.R. Part 84
34 C.F.R. Part 86
I.C. 20-34-2-1 et seq.
Delaware Community School Corporation
Adopted: 3/07/2022
Revised: