Drug-Free and Alcohol-Free Workplace

It is the policy of State Tech to maintain a drug-free and alcohol-free work environment that is safe and productive for employees and others having business with the college.

The unlawful use, possession, purchase, sale, or distribution of or being under the influence of any illegal drug or controlled substance, including marijuana or other cannabis products, while on college or client premises or while performing services for the college is strictly prohibited. State Tech also prohibits reporting to work or performing services under the influence of alcohol or consuming alcohol while on duty or during work hours. In addition, State Tech prohibits off-premises abuse of alcohol and controlled substances including marijuana or other cannabis products, as well as the possession, use, or sale of illegal drugs, when these activities adversely affect job performance, job safety, or the college’s reputation in the community.

Marijuana remains a Schedule 1 Substance under the 21 USC Controlled Substance Act. Federal laws prohibit universities and colleges receiving federal funding from allowing any form of marijuana/cannabis use or possession on their premises. Accordingly, State Tech considers the use, possession, purchase, sale, or distribution of marijuana or cannabis in any form, on college or client premises as unauthorized and is prohibited.

If an applicant or employee has a valid medical card for marijuana and a positive test was due to lawful consumption off of State Tech’s premises and not during work, State Tech will engage in an interactive process with the applicant or employee to determine if the legal use of marijuana affects the ability to perform job-related employment responsibilities, affects the safety of others, conflicts with a bona fide occupational qualification that is reasonably related to the applicant’s employment, or whether the employee’s position is governed by Federal Department of Transportation requirements. A positive confirmation test without justified explanation will result in a rescinded job offer or disciplinary action, up to and including termination.
To ensure compliance with this policy, substance abuse screening may be conducted for cause upon reasonable suspicion that the employee is under the influence of alcohol or drugs that could affect or have adversely affected the employee’s job performance.

Employees who are involved in any vehicle accident while driving a vehicle owned or managed by State Technical College of Missouri or any accident in which State Tech property is broken or causes damages totaling $1000.00 or more, will be required to promptly report for drug and alcohol testing. Employees who are involved in any accident must report it immediately to their supervisor. Employees involved in on-the-job injuries to themselves, or another employee or person requiring medical treatment other than first aid in which there is a reasonable basis for concluding that illegal drug, alcohol or marijuana use could have contributed to the incident will also be required to promptly submit to drug and alcohol testing unless testing is precluded by OSHA guidelines (i.e. bee stings, repetitive strains, lack of machine guarding or tool malfunctions).

Compliance with this policy is a condition of employment. Employees who have a confirmed positive test result in violation of this policy or who refuse to submit to substance abuse screening will be subject to termination. Notwithstanding any provision herein, this policy will be enforced at all times in accordance with applicable state and local law.

Employees engaging in the performance of work supported by a federal grant or contract, as a condition of employment, must notify the College of any Criminal Drug Statue Conviction for a violation occurring in the workplace no later than five days after each conviction. The College must notify the contracting party within 10 days after receiving notice from the employee or otherwise receiving actual notice of such conviction.
Any employee violating this policy is subject to discipline, up to and including termination, for the first offense.

LINE OF AUTHORITY
Responsible Office: Human Resources
Contact person in that office: Vice President of Operations
EFFECTIVE DATE: June 20, 2025
Approved by President: June 20, 2025