Human Resources

9.0 Drug and Alcohol Policies

 

Riverside has established the following policies regarding drug and/or alcohol that are based on the following principles:

  • Establish and maintain a drug and alcohol-free, safe, healthful working environment for all staff and consumers.
  • Minimize the potential for accidents or injuries to persons or property.
  • Protect and ensure the Organization's reputation within the community at large.
  • Promote appropriate consumers’ behavior through staff modeling.

 

9.1 Definitions

9.1.1 Covered Employees

This policy applies to all regular and temporary employees including all supervisors, Program Directors, Division Directors and other employees. Contract employees working for the Organization, on or off the premises, are also subject to this policy, unless a written agreement between the Organization and an independent contractor provides otherwise.


9.1.2 Legal Drugs

For the purpose of this policy, legal drugs are defined as any prescribed drug or over-the-counter drug, which has been legally obtained and is being used solely for the purposes for which it was prescribed or manufactured.


9.1.3 Illegal Drugs

Illegal drugs are defined as any drug which (a) is not legally obtainable; (b) may be legally obtainable but has not been legally obtained; (c) is being used in a manner or for a purpose other than as prescribed. For the purposes of this policy, illegal drugs are defined as: any narcotics, hallucinogens, depressants, stimulants, or other substances capable of creating or maintaining adverse effects on an individual’s physical, emotional, or mental condition. Exceptions include medicine prescribed for current medical treatment by a licensed health professional where the individual does not intentionally exceed prescribed dosages, or an over-the-counter medicine used for treatment of health problems where the package instructions are not intentionally violated.


9.1.4 Prescription Drug Use

The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.


9.1.5 Reasonable Suspicion

Procedures have been established to handle situations where employees are suspected of substance abuse while on Organization premises, whether on or off duty, or while conducting business-related activities off Organization premises. Observations which constitute a factual basis for determining reasonable suspicion may include, but are not limited to, one or more of the following:

  • Observation of drug or alcohol use;

  • Erratic behavior (endangerment to consumers, self, fellow employees, Organization property, or equipment) or a pattern of conduct that indicates substance abuse;

  • A workplace accident which is caused by the apparent action or inaction of the employee and endangers the safety of consumers, co-workers or equipment as determined by the supervisor;

  • Conviction for drug- or alcohol-related offenses while employed by the Organization;

  • Observation of possession of alcohol, drugs or drug paraphernalia at a business-related work site or on Organization premises;

  • Information provided either by a reliable and credible source or independently corroborated;

  • Observation of physical symptoms or other manifestations which may indicate drug or alcohol use.


9.2 Drug and Alcohol Policy Statement

In keeping with this commitment, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner. All employees and contract workers must be free from the effects of illegal drugs, abuse of legal drugs, and alcohol while working, either on or off Riverside work sites. To that end, employees may not:

  • Consume or use drugs or alcohol in the company of consumers.

  • Report to work with alcohol on their breath.

  • Report to work while under the influence of illegal drugs or alcohol as evidenced by exhibiting obvious signs of mental or physical impairment.

  • Return to their workstations after breaks or lunch period with alcohol on their breath or under the influence of illegal drugs.

  • Otherwise report to work in a mental or physical condition which would compromise the health, safety and well-being of staff and consumers, as determined by their supervisor.

The Organization reserves the right to utilize every reasonable measure, including drug and alcohol testing, to insure the safety of workers, consumers and other individuals. It is a condition of employment that all employees abide by this policy. Violators will be subject to disciplinary action up to and including termination. As part of any disciplinary action, the employee may be required to undergo counseling or other treatment at his/her own expense.

Authorization for the use of alcohol, either on or off work hours, in connection with Organization events (including authorized trips or any other exception to this policy) can only be granted by the President/CEO. At such authorized events, employees are expected to use alcohol in a responsible manner. No employee who is supervising consumers at an event, either on or off work premises, or who is scheduled to work following an event, may use alcohol.


9.3 Rules of Conduct

Violations of the following rules subject an employee to disciplinary action, up to and including termination from employment. Prohibited acts include:

  • The use, possession, sale, attempt to sell, manufacture, purchase, attempt to purchase, or transfer of illegal drugs or alcohol while on the job, at a Riverside program/site, or in or about an Organization vehicle. Riverside also reserves the right to impose discipline, up to and including termination, for convictions resulting from any of the above violations, regardless of whether the illegal acts occurred during work time or outside of work time.
  • Being under the influence of drugs or alcohol while working or while at an Organization program/site.
  • Refusing to undergo a drug or alcohol screening test when directed to do so by a supervisor or other appropriate management official, as approved by the Human Resources Director or designee.
  • Testing positive for illegal drugs or alcohol during an initial or follow-up drug or alcohol screening test
  • Refusing to allow inspection of a motor vehicle, locker, desk, files or storage containers at an Organization program/site.
  • Use of drugs prescribed for consumers.
  • Failure to participate and complete a rehabilitation program recommended by qualified medical personnel or as required as a condition of continued employment following a positive test for alcohol or controlled substance use.


9.4 Drug and Alcohol Testing

The Organization reserves the right to test employees and contract workers for the presence of drugs or alcohol. No individual shall be tested for drugs or alcohol unless s/he gives consent to the test. However, individuals who refuse to give consent should be warned that the refusal is grounds for discipline, up to and including termination. Each individual shall sign a consent form before any drug or alcohol test is administered.


9.4.1 Standards for Substance Testing

Reasonable Suspicion: When a Supervisor determines that there is reasonable suspicion, as outlined in Section 9.1.5, that an employee has violated the Organization’s drug and alcohol policy, the employee may be asked to consent to a drug or alcohol test.

Post-Accident: Any employee who is involved in an automobile accident while driving an Organization vehicle or driving consumers, or is involved in a serious incident or accident while on duty, whether on or off the Organization premises, may be asked to provide a body substance sample.


9.4.2 Conducting Drug/Alcohol Testing

Only a Division Director/Senior Manager may require substance testing, based upon standards described in Section 9.4.1 as reported to the Division Director/Senior Manager by the employee’s immediate supervisor. The employee to be tested shall be accompanied to the Organization’s designated testing contractor. The employee shall cooperate with the contractor by providing breath or urine specimens in the manner requested by the contractor and by completing the contractor’s questionnaire and consent form. The employee will be advised that refusing to sign the form or give breath and/or urine samples will be treated as refusal to obey a direct order, will be regarded as failing the test, and is grounds for disciplinary action. Once the specimen(s) is (are) provided, the employee will be regarded as suspended with pay, pending the organization’s review of the test results and the circumstances necessitating the test.

If the test results reveal the presence of alcohol or controlled substances, the employee will be subject to disciplinary action up to and including termination. If the test results do not demonstrate a violation of organization policy, and no corrective action is imposed as a consequence of the incident, the organization shall not maintain a record of a substance test in the employee’s personnel file. All documents pertaining to the incident which results in a negative screening examination will be maintained in a secure file by the Vice President, Human Resources.

 

 
 

 

Riverside Community Care, 450 Washington Street, Dedham, Massachusetts 02026 781-329-0909