Littleton Public Schools Policy

Policy Code    GBCBA Policy Name    Alcohol Use/Drug Abuse by Staff                                  Members (Drug-Free Workplace) Adoption            September 18, 1990 Revised

Littleton Public Schools is concerned about the health, safety, well-being, and satisfactory job performance of its employees. The use, abuse, and/or dependency on alcohol and/or illegal drugs constitute behavior that reflects on the integrity of the District. This can seriously affect the health of employees, threaten their own safety and that of coworkers and students, and impair job performance.

Recognizing that the employees of Littleton Public Schools are one of its valuable resources and that drug and alcohol abuse problems are treatable, Littleton Public Schools encourages employees to seek assistance from the District’s Employee Assistance Program (EAP) or other similar program to assist the employee in returning to a level of satisfactory job performance.

The manufacture, use, possession, sale, transfer or distribution of alcoholic beverages or illegal drugs by any employee of Littleton Public Schools while on the job, on School District property, or using School District vehicles, shall result in disciplinary action, which may include employee suspension, dismissal, and referral to the appropriate law enforcement agencies. An employee may be allowed to participate in an approved drug or alcohol abuse assistance or rehabilitation program as an alternative to disciplinary action.

A conviction or the acceptance of a guilty plea or a plea of “no contest” with respect to a felony charge of unlawful manufacture, use, possession, sale, transfer, or distribution of alcoholic beverages or illegal drugs by any employee of Littleton Public Schools while off duty shall result in disciplinary action, which may include employee dismissal. Pursuant to the law, any employee who is convicted or pleads “no contest” under any criminal drug statute for a violation occurring in the workplace shall notify the Superintendent’s office no later than five days after the conviction. The District has an obligation under federal law to notify the appropriate federal agencies within ten days after receiving notice of such conviction if there is a relationship between the federal funds received by the District and the work site of the convicted employee.

Observance of this policy is a condition of employment.

Each administrator shall verify that each employee in his/her unit has been notified of this policy. Each new employee shall be notified of this policy when hired by the District and shall be required to verify that such notification has been given at the time of employment. All employees who work specifically under a contract or grant which is federally funded shall acknowledge, in writing, receipt of a copy of this policy.

The Superintendent or designee shall establish an awareness program to inform employees about (1) the dangers of drug and alcohol abuse, (2) the Board’s policy of maintaining a drug-free workplace, (3) available drug and alcohol counseling, rehabilitation, and employee assistance programs, and (4) penalties that may be imposed upon employees for drug and alcohol abuse violations occurring in the workplace.

The Board shall conduct a biennial review of its drug and alcohol abuse prevention program to determine its effectiveness, to implement required changes, and to ensure the disciplinary sanctions are consistently enforced.

The Superintendent is directed to establish procedures to implement this policy.

Legal Reference:  20 U.S.C. 3224A, Drug-Free Schools and Communities Act of 1986, as amended in 1989

                           41 U.S.C. 701 and 702

                           21 U.S.C. 821 (Definition of Controlled Substance)