Ÿ     The District shall not ignore employee problems.

Ÿ     Constructive confrontation will be utilized to make employees aware of opportunities and choices for help.

Ÿ     Efforts to maintain confidentiality will be made by the District.

Ÿ     Outside referrals to nonschool personnel will be provided, at employee expense, to employees who indicate an interest.

Ÿ     Employees will be required to provide information on progress in dealing with problems.

Ÿ     Supervisory staff members will receive orientation on methods of constructive confrontation.

Ÿ     Opportunities for self-referral will be provided.

Ÿ     As recommended by outside professional sources, the District will consider support to an employee during reentry into the workplace.

Ÿ     The District's right to intervene is based on (1) a basic concern for the health and welfare of the persons whom it employs and (2) the right to expect quality job performance.

Ÿ     School employees are human and should not be considered any less vulnerable or immune to human stress than any other person.

Ÿ     In spite of the above, school employees whose nonmedical use of drugs or use of alcohol endangers the health and safety of students or other employees may of necessity be dealt with summarily.

The nonmedical possession or use or abuse of drugs and/or use of alcohol is forbidden on school property or at school-sponsored activities away from school property.  Employees determined to be in possession of, using, or abusing drugs or using alcohol shall be reported immediately to the principal or other person in charge.  The Superintendent shall be notified immediately.

The Superintendent will conduct an investigation in consultation with legal counsel as necessary.  If the investigation shows sufficient evidence to suggest that the employee was involved with distribution or otherwise in violation of the law, law enforcement authorities shall be notified.  If the results of the investigation show that the employee's actions endangered the health and/or safety of students or other employees, the Superintendent shall take disciplinary action or recommend disciplinary action to the Board in accordance with existing policies and statutes.  If the results of the investigation suggest that the employee be provided options under the provisions of this policy, the Superintendent shall so direct the immediate supervisor of the employee.