Alcohol-Free Workplace Policy and Program

ALCOHOL-FREE WORKPLACE POLICY AND PROGRAM

The SACRED HEART COLLEGE adopts this alcohol-free workplace policy and program to ensure a safe and healthful workplace. In this regard, all employees shall abide by the terms and conditions of this policy.

1. ALCOHOL PROHIBITED

The school explicitly prohibits the following:

1. Use, possession, solicitation or sale of alcohol in the workplace; or

2. Impairment or under the influence of alcohol which may cause/causing adverse effect on employee’s work performance, safety of co-employees or school’s reputation.

II. DEFINITION OF TERMS

1. Assessment Team- A group of persons composed of occupational safety and health personnel, human resource manager, employer’s representative and employees’ representative who are trained to address all aspects of prevention.

2. Cause Testing- A form of alcohol-test assessment conducted by the school when an employee is suspected to be under the influence of alcohol. The school request its suspected employee to submit himself to alcohol test.

3. “Involved in an on-the-job accident or injury“- An accident of any person within the workplace immediately or proximately caused by the employee under the influence of alcohol.

4. Near Miss- An incident which could have led to any injury or fatality of employees and/or considerable damage to the employer had it not been curtailed.

5. Post-Accident Testing- A form of alcohol-test assessment conducted by the school to those employees involved in an on the job accident or injury.

6. Random Testing- A form of alcohol test assessment conducted by the school Employees may be selected at random for alcohol testing at any interval determined by the school.

7. Workplace – Any office or property owned, leased or operated by the school or at any other place where an employee performs work for the school.

III. PREVENTIVE MEASURES

The SACRED HEART COLLEGE shall post in conspicuous place and notify in writing all its employees of this policy and shall establish an alcohol-free workplace policy awareness program. The contents of such awareness program are as follows:

1. Dangers involved in the use, possession, solicitation or sale of alcohol in the workplace;

2. Policy of maintaining an alcohol-free workplace;

3. Available employee assistance program; and

4. Imposable penalties for employees found guilty for violation of alcohol-free workplace policy.

IV. TESTING PROCEDURE

1. Cause-Test

1. If an employee’s demeanour caused the school to suspect that he is using, possessing, soliciting or selling alcohol in the workplace, the latter will request the former to submit himself to a cause-test. If the employee objects to subject himself to cause-test, he must state his objection and the reason thereof in writing. The school shall immediately decide whether the ground for objection is valid or not. Should the school found that the objection is not valid and the employee still refused to submit himself to the cause-test, the refusal will be considered as a ground for disciplinary action; and

2. If the cause-test showed a positive result, the employee will be referred to the assessment team for further examination. However, if the employee still disagrees with the result of the assessment team, he will be subjected to another alcohol testing at the nearest medical facility.

2. Post Accident-Test

1. If an accident or a near miss has been immediately or proximately caused by employees engaged in using possessing, soliciting or selling alcohol in the workplace, all employees involved in the on the job accident shall be subjected to a post-accident test. If the employee objects to subject himself to cause-test, he must state his objection and the reason thereof in writing. The school shall immediately decide whether the ground for objection is valid or not. Should the school found that the objection is not valid and the employee still refused to submit himself to the cause-test, the refusal will be considered as a ground for disciplinary action; and

2. If the cause-test showed a positive result, the employee will be referred to the assessment team for further examination. The findings of the assessment team shall be considered final.

3. Random Test

1. At any time during the working hours, the school may conduct a random alcohol test with its employees. If the employee objects to subject himself to cause-test, he must state his objection and the reason thereof in writing. The school shall immediately decide whether the ground for objection is valid or not. Should the school found that the objection is not valid and the employee still refused to submit himself to the cause-test, the refusal will be considered as a ground for disciplinary action; and

2. If the cause-test showed a positive result, the employee will be referred to the assessment team for further examination. However, if the employee still disagrees with the result of the assessment team, he will be subjected to another alcohol testing at the nearest medical facility.

V. CONFIDENTIALITY

The SACRED HEART COLLEGE shall observe at all times confidentiality of the results relative to alcohol tests done to employees.

VI. TREATMENT, REHABILITATION AND REFERREAL

The Assessment Team shall determine whether or not an employee found addicted to alcohol would need referral for treatment and/or rehabilitation in a Department of Health-Accredited Center. This benefit is only given to employees who seek help from the assessment team.

VII. MONITORING AND EVALUATION

The implementation of the alcohol-free workplace policy and program shall be monitored and evaluated periodically by the Assessment Team to ensure that the goal of an alcohol-free workplace is met.

VIII. DISCIPLINARY ACTION

1. Failure to submit to cause-test, post-accident test, random-test, or alcohol test by a nearest medical facility shall be a ground for a disciplinary action with a penalty of one (1) month suspension without pay;

2. If an employee found guilty for violation of any of the acts prohibited under paragraph I of this policy shall be subjected to a disciplinary action with a penalty of one (1) month suspension without pay; or

3. If an employee found to have been guilty for violation of this policy, repeatedly violated the provisions thereof shall be subjected to a disciplinary action with a penalty of three (3) months suspension or dismissal from service.

IX. EFFECTIVITY

This school policy is effective immediately to all employees.

Sr. Maria Luisa B. Javier, DC Arnel L. Cadeliña

President Employee’s Representative