Alcohol Abuse
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| 14.1 |
Policy The University of Kentucky is committed to providing a healthy, safe, and alcohol-free workplace for its employees. |
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| 14.1.1 | Conduct that is a violation of this policy poses unacceptable risk and disregard for the health, safety and welfare of co-workers, students and the total University community. | ||
| 14.1.1.1 | Alcohol abuse, or being under the influence or the unauthorized use or consumption of alcohol on University of Kentucky property or while on University business, is prohibited and is subject to corrective action up to and including suspension or discharge. | ||
| 14.1.1.2 | Reporting to work under the influence of alcohol is prohibited and is subject to corrective action, up to and including suspension or discharge. | ||
| 14.2 |
Delegation Authority for enforcement of this policy is vested with the Provost or the appropriate vice president in conjunction with the Director of Human Resource Services, or designee. |
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| 14.3 | Procedure | ||
| 14.3.1 | The University provides educational programs and general information on the danger of alcohol use and abuse in the workplace. The University trains its supervisors to recognize mental and physical signs of problem drinking. | ||
| 14.3.2 | In the University System, whenever a supervisor notices a staff employee suspected of being under the influence of alcohol, that supervisor shall (1) suspend the employee pending further investigation and (2) inform the Director of Human Resource Services, or designee. In the Community College System, the supervisor shall notify the community college president who shall (1) suspend the employee pending further investigation and (2) inform the community college's human resources official. | ||
| 14.3.2.1 | The Director of Human Resource Services, or designee, in conjunction with the employee’s supervisor and the community college's human resources official, shall conduct an investigation and, based on factual information obtained from all parties involved, determine whether there has been a violation of this policy. | ||
| 14.3.2.2 | For staff employees, if the evidence confirms that the employee has violated this policy, the Director of Human Resource Services, or designee, or the appropriate community college president, with the employee’s supervisor and the community college's human resources official, shall review the factual information to determine the appropriate action which includes as follows: a. Corrective action up to and including suspension or discharge; and/or b. Referral to an employee assistance program or rehabilitation program. |
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| 14.3.2.3 | For student employees, if evidence confirms that the student has violated this policy, the Director of Human Resource Services, or designee, or the appropriate community college president, consistent with HRP&P 12.0 and HRP&P 62.0, shall determine the appropriate sanction. | ||
| NOTE: Nothing in this policy shall be construed to prohibit or interfere with whatever appropriate corrective action which may be taken in accordance with the student employee’s student status, as provided by the Code of Student Conduct. | |||
| 14.3.3 | Whenever a supervisor notices an employee with overt signs of mental and physical impairment thought to be secondary to alcohol abuse, or when job related behavior or work performance suggests alcohol abuse, the supervisor shall refer employees, to the Employee Assistance Program (REFER). Community College System employees shall be referred to an appropriate local rehabilitation health service by the community college president. | ||
| 14.3.3.1 | The decision to acknowledge a drinking problem and accept therapeutic intervention rests with the employee, and participation in an employee assistance program or rehabilitative program is voluntary. However, refusal to participate in appropriate intervention program(s) shall result in corrective action, up to and including suspension or dismissal. | ||
| 14.3.3.2 | The Employee Assistance Program coordinator, or where no employee assistance program (REFER) exists, the Director of Human Resource Services, or designee, or the respective community college president shall monitor the progress of the employee and inform the employee’s supervisor of the employee’s progress and anticipated safe return to the job. | ||
| 14.3.3.3 | If an employee with a drinking problem or associated poor work performance refuses or fails therapy, then the Director of Human Resource Services, or designee, or the respective community college president, in conjunction with the employee’s supervisor, shall institute an appropriate work performance evaluation and action. | ||