Drug-Free Workplace Policy
(revised 10/01/13)
Purpose and Goal
Rose-Hulman Institute of Technology is committed to protecting the safety, health and
well-being of students, employees and visitors in our workplace. We recognize that
alcohol abuse and illegal drug use pose a significant threat to our goals.
We have established a drug-free workplace program that balances our respect for
individuals with the need to maintain an alcohol and drug-free environment.
The Institute encourages employees to voluntarily seek assistance with drug and
alcohol problems.
A. Definitions
 Controlled substances/drugs – include, but are not limited to:
o narcotics, such as opium, heroin, morphine and synthetic substitutes;
o depressants, such as chloral hydrate, barbiturates, and methaqualone;
o stimulants, such as cocaine (and any derivatives) and amphetamines;
o hallucinogens, such as LSD, mescaline, PCP, peyote, psilocybin, Ecstasy,
and MDMA;
o cannabis, such as marijuana and hashish; and
o any chemical compound added to federal or state regulations and denoted
as a controlled substance.

Covered Individuals
o Any individual who conducts business for the organization, is applying for
a position or is conducting business on the organization's property is
covered by our Drug-Free Workplace Policy.
o Our policy includes, but is not limited to the Cabinet, department heads,
directors, managers, supervisors, full-time employees, part-time
employees, off-site employees, contractors, volunteers, interns and
applicants.

Institute premises
o Any building or land owned, leased, or used by the Institute.
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
Institute vehicle
o Any vehicle owned, leased or operated by the Institute.

Criminal drug statute conviction
o When an employee is convicted of or pleads guilty to a drug statute
conviction as defined by State or Federal Law.
o
B. Applicability
Our Drug-Free Workplace Policy is intended to apply whenever a person is representing
or conducting business for the Institute. Therefore, this policy applies during all working
hours and while on call or paid standby. In addition, covered individuals are expected to
comply with federal, state, and local laws regarding the use, possession, or sale of
alcohol and illegal drugs at all times, including during non-working hours and offcampus. A covered individual may be disciplined for violations of this policy that occur
during non-working hours and/or off-campus.
Prohibited Behavior
It is a violation of our Drug-Free Workplace Policy for Institute employees and covered
individuals to use, possess, sell, trade, and/or offer for sale alcohol, illegal drugs or
intoxicants while on Institute premises; while conducting Institute business off campus
or while driving Institute vehicles on or off-campus. Employees may not be at work
under the influence of alcohol or while unlawfully using controlled substances. The
consumption of alcohol at events where the Institute has authorized such use is
permitted. Only individuals of legal drinking age may consume alcohol at these events.
Prescription and over-the-counter medications are not prohibited when taken in
standard dosage and/or according to a physician's prescription. Any employee or
covered individuals taking prescribed or over-the-counter medications will be
responsible for consulting the prescribing physician or pharmacist to ascertain whether
the medication may interfere with safe performance of his/her job. If the use of a
medication could compromise their safety or the safety of others, it is the employees
and covered individuals responsibility to use appropriate Institute procedures, as
applicable (i.e.: call in sick, use accrued leave time, request change of job duty or notify
supervisor) to avoid unsafe workplace practices.
The illegal or unauthorized use of prescription drugs is prohibited. It is a violation of our
Drug-Free Workplace Policy to intentionally misuse and/or abuse prescription
medications. Appropriate disciplinary action will be taken if job performance deteriorates
and/or other accidents occur.
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Drug Testing
C. All covered individuals may be required to submit to drug and/or alcohol screenings
at any time as requested by the Director of Human Resources. If the covered
individual refuses to submit to the requested drug or alcohol screening within the
time frame requested, Rose-Hulman may treat the individual as if he or she failed
the requested screening. Rose-Hulman may request drug or alcohol screenings
without any advance notice.
D. Notification of Office of Public Safety
Any individual observed unlawfully manufacturing, distributing, dispensing, using, or
possessing alcohol or illegal drugs on Institute premises is to be reported immediately to
the Office of Public Safety.
E. Shared Responsibility

Office of Human Resources Responsibilities
o The Institute will inform all employees of the Drug-Free Workplace Policy
upon employment at New Employee Orientation and annually through usual
employee communication mechanisms.
o Provide access to training for supervisors and managers.
o If notified that an employee may be under the influence, the supervisor will
talk with, and observe, the employee to get the employee’s explanation of
what is occurring. If there is a legitimate explanation for the behavior, then
the supervisor may need to provide follow-up, especially if the reason is due
to a medical issue such as diabetes. If there is no legitimate explanation,
then the Director of Human Resources will make a determination on drug
testing.
o Refer and provide appropriate support for employees after drug testing and/or
substance abuse treatment.

Department Responsibilities
o Supervisors with reasonable suspicion that a substance abuse problem may
be resulting in unsatisfactory work performance should review those problems
with the next level supervisor and the Director of Human Resources.
Workplace performance issues should always be documented.
o Take corrective action as appropriate after consultation with the Director of
Human Resources.
o When there is a suspension of responsibilities directly related to drug or
alcohol use, upon authorization to return to work, an individual return-to-work
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
agreement should be written in consultation with the Director of Human
Resources.
o Provide appropriate supervision for employees in accordance with return-towork agreements.
Employee and Other Covered Individuals Responsibilities
o Employees and other covered individuals are expected to refrain from illegally
using drugs or illegal substances at all times and refrain from being under the
influence of alcohol while at work or representing the Institute. There may be
special occasions where alcohol is being served on behalf of the Institute
which would constitute an “authorized” event. If it is observed that the
individual may be under the influence, by exhibiting symptoms such as
staggered gait, slurred speech, reddened eyes, unkempt look or extreme
drowsiness, then arrangements will be made to drive the individual home
safely.
o Report any dangerous behavior of the individual to the supervisor
immediately.
o Support co-workers and other covered individuals who are seeking
assistance.
F. Notification of Convictions
Any employee who is convicted of a criminal drug violation must notify the Institute in
writing within five calendar days of the conviction. The Institute will take appropriate
action within 30 days of notification.
G. Consequences
One of the goals of our drug-free workplace program is to encourage employees to
voluntarily seek assistance with alcohol and/or drug problems. If, however, an individual
violates the policy, the consequences are serious.
In the case of applicants, if he or she violates the policy, the offer of employment may
be withdrawn. The applicant may reapply after six months and must successfully pass a
pre-employment drug test to be considered for employment.
If an employee violates the policy, he or she may be subject to disciplinary action and
may be required to enter a rehabilitation program. An employee required to enter a
rehabilitation program but refuses to do so or fails to successfully complete the
program, and/or repeatedly violates the policy, will be terminated from employment.
This policy does not prohibit the employee from being disciplined or discharged for other
violations and/or performance issues.
H. Assistance
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Rose-Hulman Institute of Technology recognizes that alcohol and drug abuse and
addiction are treatable illnesses. We also realize that early intervention and support
improve the success of rehabilitation. To support our employees, our Drug-Free
Workplace Policy:





Encourages employees to seek assistance if they are concerned that they or
their family members may have a drug and/or alcohol problem.
Encourages employees to utilize the services of qualified professionals in the
community to assess the seriousness of suspected drug or alcohol problems and
identify appropriate resources for assistance.
Ensures the availability of a current list of qualified community professionals.
Allows the use of accrued paid leave while seeking professional treatment.
Allows for treatment of drug or alcohol issues through the Institute health
insurance plan. However, the ultimate financial responsibility for recommended
treatment belongs to the employee.
I. Confidentiality
All information received by the Institute through the drug-free workplace program is
confidential communication. Access to this information is limited to those who have a
legitimate need to know in compliance with relevant laws and management policies.
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