Section VI - Employment Matters

VI B 10

Employee Conduct - Drug-Free Workplace: Policy and Procedures

To state the College's policy regarding a drug-free workplace

Policy Statement

It is the policy of Randolph Community College (RCC) to provide employees and students an environment that is free of drugs and alcohol.  This policy is established to ensure the safety and well-being of employees and students of RCC, as well as the general public.  All employees (full-time, part-time, temporary, or employed under College Work Study Program) and students are covered by this policy.

It is the responsibility of all employees and students to become familiar with the expectations of RCC and to comply with the provisions of this policy and to report to their immediate supervisor or advisor any observed and/or suspected violations of this policy.  While visiting campus, members of the public are required to adhere to this policy also.

Alcohol and drug abuse are legitimate concerns when they impact the College and College related activities, whether on campus or at another location.

Note:  In the event of a conflict between the provisions of this policy and related federal/state laws or policies, the federal/state laws or policies shall always control.

Illegal Drug Activity/Usage

Randolph Community College does not differentiate between drug users, drug pushers, or drug sellers.  Any employee or student who possesses, uses, sells, gives, or in any way transfers a controlled substance to another person, or manufactures a controlled substance while at the workplace, on College premises, or as part of any College related activity, will be subject to disciplinary action up to and including termination or expulsion and reported to the appropriate law enforcement authority.

Procedures

Effective January 1, 2010, Randolph Community College will conduct drug testing on all final candidates who are offered and have accepted full-time employment. When there is a reasonable cause, employees who file a workers’ compensation claim will be required to submit to a drug test at the time of injury. Randolph Community College also requires drug testing on current employees in health sciences programs or any other academic program area when necessary to comply with specific terms of partnering agency agreements.

Prior to conducting the drug test, the Chief Personnel Officer or his/her designee will obtain the signed, written consent form from the potential or current employee and forward to the Human Resources Office.  A drug testing authorization and authorization for release of test results is required prior to drug testing. The refusal to consent to a drug test as is required as terms of employment will result in the applicant not being offered employment, or if a conditional offer has been made, the offer will be withdrawn, or the employee’s employment will be terminated, as applicable.

Screening and test results will be confidential with disclosure of results provided only to approved persons in the Human Resources Office and those with a need to know. RCC shall maintain as confidential records, separate from other personnel records, all screening/drug test results. Drug test results will be shared with the workers’ compensation insurance company when a drug test occurs due to a workplace accident.

Suspicion

The College maintains the right to require drug testing upon a reasonable suspicion of drug usage or drug activity of a student or employee. A drug testing authorization form must be completed by the College’s Human Resource Office and given to the suspected student or employee and a copy forwarded to the health agency identified to conduct the test.  If the suspected student or employee does not complete the required drug testing within the allotted timeframe, automatic suspension or dismissal may occur,

Charges/Convictions

If an employee or student is convicted of violating any criminal drug statute while at the workplace, on College premises, or as part of any College related activity, he or she will be subject to disciplinary action up to and including termination or expulsion.  Alternatively, the College may require the employee or student to participate satisfactorily in a drug abuse assistance or rehabilitation program, sponsored by an approved private or governmental institution, as a precondition for continued employment or enrollment at the College.

Each employee or student is required to inform the President or the President’s Executive Assistant in writing within two (2) working days of the time he or she is charged or released after being charged for violation of any federal, state, or local criminal drug statute where such violation occurred while at the workplace, on College premises, or as part of any College-sponsored activity.  Please see policy VI A 15 regarding all other charges.

Convictions of employees working under federal grants, for violating drug laws at the workplace, on College premises, or as part of any College sponsored activity, shall be reported to the appropriate federal agency.  The President’s office must notify the U.S. government agency with which the grant was made within ten (10) days after receiving notice from the employee or otherwise receiving actual notice of a violation of a criminal drug statute occurring in the workplace.  The College shall take appropriate disciplinary action within thirty (30) calendar days from receipt of the notice.  As a condition of further employment on any federal government grant, the law requires all employees to abide by this policy.

Alcoholic Beverage Activity/Usage

Any employee or student who possesses, uses, sells, or in any way transfers an alcoholic beverage to another person while at the workplace, on College premises, or as part of any College related activity will be subject to disciplinary action up to and including termination or expulsion and reported to the appropriate law enforcement authority. 

Note:  Exceptions to the information in the previous paragraph are:

  1. Designated employee(s), on a case by case basis, can be authorized by the President of the College or the Board of Trustees Chair to host on- campus Foundation or Board of Trustees events at which alcohol is served by a properly permitted caterer.
  2. RCC Foundation staff members are authorized to host off-campus events where alcohol is served by a properly permitted caterer.
  3. Students can be approved, on a case by case basis, by their instructor, Department Chair, and campus security to possess alcoholic beverages only for use in a student project.

Each employee or student is required to inform the College, in writing, within five (5) days after he or she is convicted of any alcoholic beverage control statute where such violation occurred while at the workplace, on College premises, or as part of any College related activity. Please see policy VI A 15 regarding all other charges.

Disciplinary Action:

If an employee or student receives an unfavorable result from their drug screen or is determined to have violated any policy concerning open display, consumption, or serving alcoholic beverages, and/or being under the influence of any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, alcoholic beverage or intoxicant of any kind (except as directed by a qualified physician) while at the workplace, on College premises, or as part of any College related activity (unless approved by the Board of Trustees for specific events held on or off campus), he or she will be subject to disciplinary action up to and including satisfactory participation in a drug abuse assistance or rehabilitation program, expulsion or termination.  Disciplinary action may be subject to review through procedural Due Process as outlined in the Personnel Handbook and Policy Manual and/or the Student Handbook. 

Resources for Help

Students: 

  • Individual confidential counseling sessions will be available in Student Services during normal operating hours. Students should contact Student Services for further information.

Employees:

  • Employee Assistance Program (Contact the College Human Resource Office for contact information)

Employees/Students:

  • Daymark Recovery Services
  • Alcoholics Anonymous
  • Narcotics Anonymous
  • Poison Control Centers
  • Contact Crisis Line

(Contact an RCC Counselor or the College Human Resource Office for contact information for these agencies)

Vocabulary

Controlled Substance:  Any drug listed in Title 21 Code of Federal Regulations (CFR) Section 1300 (Definitions relating to controlled substances) and other federal regulations, as well as those listed in Chapter 90, Article V (North Carolina Controlled Substances Act) of the North Carolina General Statues.  Such drugs include, but are not limited to heroin, marijuana, opium, cocaine, PCP, as well as, “legal drugs” which are not prescribed by a licensed physician.

Alcoholic Beverage:  Includes beer, wine, whiskey, and any other beverage listed in Chapter 18B (Regulation of Alcoholic Beverages) of the General Statutes of North Carolina

Conviction:   A finding of guilt (including a plea of nolo contendere) or in the imposition of a sentence by a judge or jury in any federal or state court.

 

Adopted: 04/15/1999

Revised: 04/18/2002, 10/13/2005, 03/16/2007, 09/17/2009, 11/19/2009, 07/19/2018