Drug Free Workplace (Policy 2.100)

Policy

The College is committed to providing a drug and alcohol-free environment for all its employees.   Therefore, College employees are prohibited from engaging in the unlawful manufacture, distribution, dispensing, possession, sale, use, or being under the influence of alcohol, controlled substances and other drugs in the workplace except as authorized by Policy 6.011. Employees who violate the provisions of the rule are subject to disciplinary action up to and including dismissal, as well as any applicable legal sanction including potential criminal penalties. All such disciplinary action may be appealed through the provisions of the College Grievance Procedures. The College shall take the following measures to ensure compliance with the Federal Drug Free Workplace Act of 1988:

1. Establish a drug and alcohol-free awareness program to inform employees about.
   1. The dangers of drug and alcohol abuse in the workplace.
   2. The College policy of maintaining a drug and alcohol-free workplace.
   3. Any available drug and alcohol counseling, rehabilitation, and employee assistance programs (EAP).
   4. Legal and disciplinary penalties that may be imposed upon employees for drug and alcohol abuse violations occurring in the workplace.
      
      
2. Employees are required to notify their supervisor as soon as possible of the case disposition on any alcohol or drug-related charge(s). Upon receiving such notification, the supervisor must immediately notify the HR Partner at HRpartners@seminolestate.edu for a collaborative evaluation of appropriate next steps.
   
   In compliance with the Federal Drug Free Workplace Act, a federal grant employee is required to notify their supervisor within five calendar days of any alcohol or drug-related conviction arising from the use of drugs and/or alcohol and/or drug-related conviction, the College shall notify the appropriate Federal Grant Agency within ten (10) days from the employee notification. Within thirty (30) days of receiving an employee’s notification of a criminal drug conviction resulting from behavior that occurred in the workplace, the College will evaluate the circumstances and impose appropriate action.
   
   
3. Employees who are arrested or indicted are not subject to discipline solely on the basis of an arrest. Incidents shall be evaluated including information not limited to:
   1. Circumstances surrounding the arrest and/or work relatedness.
   2. Drug Free Workplace Act regulation obligations; and
   3. Any other relevant information.
      
      
4. The employee procedure shall apply when a student is working as an employee at the time an applicable incident occurs or when an employee is also enrolled in a class at the time an applicable incident occurs, which may result in sanctions affecting employment and/or enrollment.
   
   
5. Seminole State College will refer any known violations of State and Federal laws to The Office of      Safety and Security which will coordinate with appropriate authorities.
   
   
6. Provide for annual notification of alcohol and drug related information.
   
   

Rulemaking Authority and Law(s) Implemented:   Florida Statue §1001.64, 1001.65, 41 U.S.C. Sec. 702. 2 CFR 182, Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (20 USC § 1092(f)), Policy 1.010

History – Adopted 7/1989 Revised – 7/1992, 12/2004, 5/2009, 11/2025