Student and employee safety is of paramount concern to the Board of Education.
In recognition of the threat to safety posed by employee use or possession of drugs or alcohol, the
Board of Education commits itself to a continuing good-faith effort to maintain a drug-free
workplace. The Board of Education shall not tolerate the manufacture, use, possession, sale,
distribution or being under the influence of controlled substances, alcoholic beverages or
unauthorized prescription medications by district employees on any district property; on any
district- approved vehicle used to transport students to and from school or district activities;
off district property at any district-sponsored or district-approved activity, event or function,
such as a field trip or athletic event, where students are under the supervision of the school
district; or during any period of time such employee is supervising students on behalf of the
school district or is otherwise engaged in school district business.
When it is evident that an employee has consumed alcoholic beverages or controlled substances off
school property before or during a district activity, the staff member will not be allowed on
school property or to participate in the activity and will be subject to the same disciplinary
measures as for possession or consumption on district property.
Staff members will be tested for alcohol and controlled substances if the district has reasonable
suspicion that the staff member has violated this policy. In addition, staff members who operate
district transportation must submit to alcohol and drug testing as otherwise required by law. All
testing will be conducted in accordance with Board policy, administrative procedures and law.
Any employee who violates this policy will be subject to disciplinary action, which may include
suspension, termination and referral for prosecution. Employees may be required to satisfactorily
participate in rehabilitation programs.
Each employee of this school district is hereby notified that, as a condition of employment, the
employee must abide by the terms of this policy and notify the superintendent or designee of any
criminal drug statute conviction for a violation occurring in or on the premises of this school
district, or while engaged in regular employment. Such notification must be made by the employee to
the superintendent or designee in writing no later than five calendar days after conviction.
The superintendent or designee will provide notice in writing of such violation to the United
States Department of Education or other appropriate federal agency within ten calendar days after
the superintendent or designee receives such notification if the district receives any federal
grants directly from such agency, as opposed to federal grants received through the Department of Elementary and
Secondary Education (DESE).
The district will take appropriate disciplinary action within 30 days.
The district will institute a drug-free awareness program to inform employees of the dangerous and
harmful nature of drug and alcohol abuse in the workplace, of this policy of maintaining a
drug-free workplace, of available counseling and rehabilitation, and of the penalties that may be
imposed upon employees for drug abuse violations occurring in the workplace.
The Board of Education recognizes that employees who have a drug abuse problem should be encouraged
to seek professional assistance. Although the district will not assume financial responsibility, an
employee who requests assistance shall be referred to a treatment facility or agency in the
community if such facility or agency is available.
Upon the request of DESE or an agency of the United States, the district shall certify that it has
adopted and implemented the drug prevention program described in this policy. The district shall
conduct a biennial review of this policy to determine its effectiveness, implement necessary
changes and ensure that the disciplinary sanctions are consistently enforced.
This policy shall be communicated in writing to all present and future employees. Compliance with
this policy is mandatory.
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Note: The reader is encouraged to check the index located at the beginning of this section for
other pertinent policies and to review administrative procedures and/or forms for related
MSBA Policy GBEBA