Purpose and Goal
NPTC is committed to protecting the safety, health, and well-being of all employees and other individuals in our workplace. We recognize that alcohol abuse and 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. This policy recognizes that employee involvement with alcohol and other drugs can be disruptive, can adversely affect the quality of work and performance of employees, can pose serious health risks to users and others, and can have a negative impact on productivity and morale. As a condition of employment, this organization requires that employees adhere to a strict policy regarding the use and possession of drugs and alcohol while on the job. NPTC encourages employees to voluntarily seek help with drug and alcohol problems.
Covered Workers
Any individual who conducts business for NPTC, is applying for a position, or is conducting business on the organization’s property is covered by our drug-free workplace policy. Our policy includes, but is not limited to, the CEO, executive management, managers, supervisors, full-time employees, and part-time employees. Psychology interns and residents will be held to the standards and expectations of their member site employment policies.
Applicability
Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for NPTC. Please note that this policy is not in place of but in addition to any site drug-free workplace policies.
Prohibited Behavior
It is a violation of our drug-free workplace policy to use, possess, sell, trade, and/or offer for sale illegal drugs, or intoxicants. It is also a violation of our drug-free workplace policy to be found intoxicated or otherwise impaired due to substance or alcohol use while on the job. Prescription and over-the-counter drugs are not prohibited when taken in standard dosage and/or according to a physician’s prescription. Any employee taking prescribed or over-the-counter medications will be responsible for consulting the prescribing physician and/or pharmacist to ascertain whether the medication could interfere with the safe performance of his/her job. If the use of medication could compromise the safety of the employee, fellow employees, or the public, it is the employee’s responsibility to use appropriate personnel procedures (e.g., call in sick, use leave, request a change of duty, notify supervisor, notify company doctor) 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 deterioration and/or other accidents occur.
Notification of Convictions
Any employee who is convicted of a criminal drug violation in the workplace must notify the organization in writing within five calendar days of the conviction. The organization will take appropriate action within 30 days of notification. Federal contracting agencies will be notified when appropriate.
Searches
Entering NPTC’s property constitutes consent to searches and inspections. If an individual is suspected of violating the drug-free workplace policy, he or she may be asked to submit to a search or inspection at any time. Searches can be conducted of desks and workstations and computer hard drives and other media which stores computer information.
Consequences
One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help 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 drug-free workplace policy, the offer of employment can be withdrawn. The applicant may reapply after one year and must successfully pass a pre-employment drug test. NPTC reserves the right to require drug testing for any employee whose job performance seems to be negatively affected by the use of alcohol or other substances. If an employee violates the policy, or commits multiple violations, he or she will be provided with formal disciplinary action which could include terminated from employment.
Assistance
NPTC 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:
(a) Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.
(b) 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 sources of help.
Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee.
Confidentiality
All information received by NPTC 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.
Shared Responsibility
A safe and drug-free workplace is achieved through cooperation and shared responsibility. Both employees and management have important roles to play.
All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on- or off-duty use of alcohol or other drugs.
In addition, employees are encouraged to:
(a) Inform employees of the drug-free workplace policy.
(b) Observe employee performance.
(c) Investigate reports of dangerous practices.
(d) Document negative changes and problems in performance.
(e) Counsel employees as to expected performance improvements.
(f) Clearly state consequences of policy violations.
Communication
Communicating our drug-free workplace policy to both supervisors and employees is critical to our success. To ensure all employees are aware of their role in supporting our drug-free workplace program:
a) All employees will receive a written copy of the policy.
b) The policy will be reviewed in orientation sessions with new employees.