Purpose

Lindenwood University seeks to provide a safe, secure, healthful, drug‐free work, campus, and community environment. Additionally, the University intends to comply fully with the Drug‐Free Workplace Act of 1988 and the Drug‐Free Schools and Communities Act of 1989. Thus, employees of the University are expected and required to report to work in appropriate mental and physical condition.

Scope

This policy applies to University employees.

Policy

Lindenwood is committed to maintaining a drug and alcohol-free workplace in order to ensure the safety, security, and productivity of its employees and the University community. To that end, Lindenwood prohibits the misuse of prescription drugs and the use, possession, manufacture, and distribution of unauthorized or illegal drugs and alcohol by its employees on its property while engaged in University business or as part of any of the University’s activities, unless authorized under the exception to alcohol policy stated below.

Whenever employees are working, operating a Lindenwood vehicle, are present on campus, or are conducting work off-site, they are prohibited from using, possessing, buying, selling, manufacturing or dispensing alcohol, an illegal drug, or a prescription drug not prescribed to them or not taken as prescribed, and they are prohibited from being under the influence of alcohol, an illegal drug, or a prescription drug not prescribed to them or not taken as prescribed.

In addition to the information set forth herein, institutional policies and programs are designed to implement federal legislation on this issue. University policy also provides for a biennial review of these policies and programs to determine their effectiveness, implement needed changes, and ensure that disciplinary sanctions are consistently enforced.

Drug and Alcohol Testing:

1. Pre-employment Testing. Lindenwood reserves the right to conduct pre-employment drug and/or alcohol tests and to condition offers of employment upon the successful completion of a drug and alcohol test.
2. Reasonable Suspicion Testing. Employees may be asked to submit to a drug and/or alcohol test if Lindenwood has a reasonable suspicion, based on objective factors such as the employee’s appearance, speech, behavior or other conduct and facts, that the employee possesses or is under the influence of illegal drugs and/or alcohol. Employees who take over-the-counter medication or other lawful medication that can be legally prescribed under both federal and state law to treat a disability should inform Human Resources if they believe the medication will impair their job performance, safety, or the safety of others.
3. Post-Incident Testing. Employees involved in any work-related accident or incident involving the violation of any safety or security procedures may be required to submit to drug and alcohol testing. This applies even if the incident did not result in injury to any person or any property damage. 
4. Periodic/Random Testing. Employees in safety or security-sensitive positions may be subject to drug and alcohol testing on a random basis.

In the event an employee refuses to submit to a drug and/or alcohol test, or if the test result is positive, the employee will be subject to discipline, up to and including termination of employment.

Employees experiencing problems with alcohol and/or drugs are urged to seek assistance voluntarily to resolve such problems before they become serious enough to require disciplinary action. Successful voluntary treatment for alcohol and/or drug abuse will is supported by Lindenwood, but it will not prevent normal disciplinary action for a violation that may have occurred or relieve an employee of the responsibility to perform assigned duties safely and efficiently. 

In conjunction with or in lieu of the imposition of any disciplinary actions, employees may (1) be referred to appropriate local, state, or federal law enforcement agencies for prosecution, or (2) be required to complete an appropriate counseling or rehabilitation program.

For information about employee assistance programs, including those related to alcohol and/or drug use, available to employees, please contact the Human Resources Department.

Exception to Alcohol Policy

The use or possession of any alcoholic beverage is prohibited on all University property, except (1) in the residence of the president; (2) for beer and wine sales at professional shows in the J. Scheidegger Center for the Arts; and (3) at any event where the sale, use, or possession of alcohol may be approved by both the chairman of the board and the president, subject to all legal requirements.