It is the policy of National Louis University to ensure that all of its workplaces are free from the illegal use, possession or distribution of controlled substances by its employees.
The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited anywhere in the University or on the grounds at all NLU campus locations. Failure to comply with this policy will result in one or more of the following sanctions:
- Requirement to attend drug awareness seminars provided by the University;
- Requirement to participate in a certified rehabilitation program;
- Suspension without pay; or
All employees must sign an agreement stating that, as a condition of employment, the employee will:
- Abide by the terms of this policy; and
- Notify the Office of Human Resources of any criminal drug statute conviction for the violation occurring in the workplace no later than five days after the conviction.
National Louis University will provide information to employees regarding the dangers of drug use in the workplace in the form of information brochures, lectures, seminars, workshops and the like. Employees will be allowed to schedule time during work hours, with their supervisorâ€™s approval, to participate in these activities.
Common Questions About The Drug-Free Workplace Act
With minor exceptions, all grants, regardless of dollar amount, are subject to the requirements of the Act. The term "grant" is defined to include a cooperative agreement. Contracts are subject to the Act only if (a) they have value of $25,000 or more or (b) they constitute procurement contracts (including purchase orders) awarded pursuant to provisions of the Federal Acquisition Regulations (FAR). Grants and contracts are not covered if they are to be performed entirely outside of the territorial limits of the United States.
Grants and contracts awarded prior to March 18, 1989, are not subject to the requirements of the Act; recipients will not be required to produce a drug-free workplace certification in order to continue receiving payments under an existing grant or contract. If a grant application or contract proposal is not submitted prior to that date, then the award winner will be required to produce a drug-free workplace certification before the actual reward. If a grant or contract awarded prior to March 18, 1989, is renegotiated or significantly modified after that date, certification will be required at that time.
Generally speaking, subcontractors and sub grants are not within the scope of coverage of the Drug-Free Workplace Act.
No, but the DOD rule might (see next question).
The DOD rule became effective October 31, 1988. It applies to selected Defense contractors and their employees in sensitive positions. Contractors covered by the DOD rule most likely are also covered by the Drug-Free Workplace Act and implementing regulations. If your institution administers Defense contracts, you should pay careful attention to the DOD rule which, under certain limited circumstances, mandates employee drug testing.
No. However, virtually every controlled substance from the worst street drugs to mild prescription drugs is included.
It depends. The Act literally applies only to employees "directly engaged in the performance of work pursuant to the provisions of the grant or contract." If a grant to contract is awarded directly to a department, division or unit of a college or university, then only the employees of that subdivision are technically covered. In practice however, it is often difficult to segregate employees performing federally supported work, and most of the institutions have already adopted drug-free workplace policies have elected to include all employees.
Neither the Act nor the implementing regulations have addressed this grant program specifically. We have been advised informally by the United States Department of Education that individuals who apply for Pell Grants will be required to complete a drug-free certification prior to receipt of the award.
The law prohibits the unlawful manufacture, distribution, possession and use of unlawful drugs in the workplace. Employers are not responsible for the conduct of their employees outside of the workplace.