A superintendent who suspects an employee has a substance abuse problem will follow these procedures:
- Identification ‐ the superintendent will document the evidence the superintendent has which leads the superintendent to conclude the employee has violated the Substance‐Free Workplace policy. After the superintendent has determined there has been a violation of the Substance‐Free Workplace policy, the superintendent will discuss the problem with the employee.
- Discipline ‐ if, after the discussion with the employee, the superintendent determines there has been a violation of the Substance‐Free Workplace policy, the superintendent may recommend discipline up to and including termination or may recommend the employee seek substance abuse treatment. Participation in a substance abuse treatment program is voluntary.
- Failure to participate in referral – if the employee refuses to participate in a substance abuse treatment program or if the employee does not successfully complete a substance abuse treatment program, the employee may be subject to discipline up to and including termination.
- Conviction ‐ if an employee is convicted of a criminal drug offense committed in the workplace, the employee must notify the employer of the conviction within five days of the conviction.