It is within the rights, best interests, and safety of the district, its employees, and constituents to be free from the adverse consequences of drug and alcohol use. Accordingly, job-related use, possession, being under the influence of, selling, offering to sell, giving, or purchasing or receiving drugs, illegal substances, or alcohol is strictly prohibited and will not be tolerated:
A. 
During working hours, including rest breaks;
B. 
While on district property;
C. 
While subject to call for duty;
D. 
While operating district equipment, machinery, or vehicles;
E. 
While wearing district-provided uniforms; or
F. 
In such other circumstances which tend to directly harm district interests.
(Res. 1800, 1992)
For the purpose of this chapter, the term "drugs" means over-the-counter drugs; substances controlled by statute or regulation, such as those available only by prescription of a licensed physician, dentist, or other licensed practitioner; and so-called illegal or "street" drugs, which, when taken, impair the employee's ability to work without risk of harm to persons, property, or work efficiency.
Any employee using an over-the-counter or prescription drug which may impair the ability to perform work safely and efficiently, must report such use to his/her supervisor. The supervisor will place the employee in an alternative position, if available, or on leave of absence until the employee is no longer using that drug.
(Res. 1800, 1992)
When a supervisor or department manager has a reasonable basis to suspect that an employee is using or is under the influence of illegal substances or alcohol in violation of this policy, the employee may be required to submit to a blood, urine, or other test or examination designed to detect such use. An employee refusing to consent and submit to, or failing to otherwise cooperate in, the testing/examination process, where job-related drug or alcohol use is reasonably suspected, will be subject to discipline, up to and including termination.
(Res. 1800, 1992)
The district reserves the right to search lockers, storage areas, furniture, district vehicles, and other places under the common control of the district and employees, and to enlist the assistance of law enforcement personnel in connection with the enforcement of this policy.
(Res. 1800, 1992)
It is the responsibility of any employee with a drug or alcohol abuse problem to seek assistance before being found in violation of this policy and becoming subject to discipline or termination. The district's employee assistance program can direct employees to resources to assist with rehabilitation. In many cases, the district's health insurance coverage provides monetary assistance for drug and alcohol abuse treatment programs. Where practicable, leaves of absence and other accommodations will be provided by the district in an effort to assist with rehabilitation.
(Res. 1800, 1992)