Drug Free Workplace
St. Jude Vendors Code of Conduct Policies
Employees are St. Jude Children's Research Hospital's most valuable resource, and their health and safety are a serious concern. Substance abuse may adversely affect the health and safety of employees, compromise the quality of patient care, and have an adverse impact on biomedical research. Employees have the right to work in an alcohol- and drug-free environment, and SJCRH is committed to providing an alcohol- and drug-free workplace. St. Jude has developed this policy out of concern for employee’s physical and mental health, workplace safety and productivity and the institutions status and reputation.
- Substance abuse is prohibited. For the purpose of this policy, substance abuse is defined as the use of any substance in a manner that deviates from accepted medical, social, and legal patterns.
- St. Jude will fully comply with the provisions of the Drug-Free Workplace Act of 1988 (Public Law 100-690).
- The following activities are specifically prohibited:
- Use, possession, manufacture, distribution, or sale of illegal drugs or drug paraphernalia on hospital property or while performing hospital business.
- Unauthorized use, possession, manufacture, distribution, or sale of a controlled substance or alcohol on hospital property or while performing hospital business.
- Storage on hospital property of illegal drugs, drug paraphernalia, unauthorized controlled substances, or alcohol.
- Distribution or sale of prescription drugs or drug paraphernalia on hospital property or while performing hospital business.
- Being under the influence of an illegal drug, unauthorized controlled substance, or alcohol on hospital property or while performing hospital business.
- Use of alcohol or use, possession, manufacture, distribution, or sale of illegal drugs off hospital premises that adversely affects the employee's work performance, his or her own safety or the safety or others at work, or the institution's regard or reputation in the community.
- Theft and/or diversion of drugs.
- An employee convicted of violating a criminal drug statute (including pleas of guilty or no contest) must inform the Human Resources Department of such conviction within five days of the conviction. Failure to provide such notification will constitute a violation of this policy and will result in disciplinary action. If the employee is involved in research supported by a federal agency, SJCRH will notify the federal agency within ten days of receiving notice of the criminal drug statute conviction. Within 30 days of receiving notification that an employee has been convicted of violating a criminal drug statute in the workplace, St. Jude will take appropriate disciplinary action up to and including termination or will require the employee to participate satisfactorily in the Employee Assistance Program, peer assistance or other similar program.
- Searches. St. Jude reserves the right to search an employee or any locker, desk, office, or other property owned or controlled by the hospital for illegal or unauthorized drugs. Searches may also be made of an employee's personal property or automobile located on property owned or controlled by the hospital. Refusing to submit to a search when requested by management or security personnel will result in disciplinary action, which may include termination of employment.
- Notice. The following notice will be posted in the Human Resources Department: "St. Jude Children's Research Hospital reserves the right to search the property and person of any employee on hospital property, including the employee’s vehicle” on hospital property. This right includes, but is not limited to, the inspection of parcels, packages, purses, lunch boxes, brief cases, lockers, work stations, and desks."
- Prescription Drugs. An employee's use of a legal drug at work may, under certain conditions, pose a risk to the safety of the employee or others. Employees who believe or have been informed that the use of a prescription drug may present a safety hazard should consult with the Occupational Health Office before beginning work. Employees must keep all prescription drugs in their original containers. The container must identify the employee’s name, the drug, the date prescribed, and the prescribing physician. Distribution or sale of prescription drugs or drug paraphernalia on hospital property or while performing hospital business is prohibited.
- Employee Assistance Program. It is recognized that substance abuse is a disease that can be successfully treated. To encourage treatment, an Employee Assistance Program (EAP) is offered through Methodist Health Systems. Counseling for employees and their dependents is provided. Sick leave or medical leave, as outlined in the Policy and Procedure Manual, Section 400.000, respectively, are provided for substance abuse treatment. Employees may request the services offered through the EAP without notifying their supervisor or obtaining the supervisor’s approval.
- Treatment for Substance Abuse. Treatment for substance abuse will not jeopardize a person's continued employment unless they fail to complete the required course of treatment or continue to use drugs or alcohol. Enrollment in a substance abuse program, however, will not prevent disciplinary action for violating the provisions of this policy. Employees who undergo counseling and treatment and who continue to work must meet all established standards of conduct and job performance and must comply with all conditions of treatment and counseling established by the EAP, peer assistance or other healthcare professional.
- Suspicion of Drug or Alcohol Abuse: If a manager has reason to suspect that an employee is under the influence of, or is impaired by alcohol and/or a controlled substance, Human Resources should be contacted. Reasonable suspicion is defined as a belief based on objective facts and rational inferences which may be drawn from such facts, or based on direct or reported observations from a verifiable source that the employee is using or is impaired by drugs or alcohol. Circumstances which may constitute reasonable suspicion include, but are not limited to, the following: observed alcohol or drug use during working hours; impairment of motor functions; slurred speech; incoherent or irrational mental state; drowsiness; smell of alcohol or marijuana; frequent or extreme mood changes; lack of physical coordination; unexplained absences from work area; declining job performance; unexplained changes in grooming or personal behavior.
- Based on the assessment by the manager and human resources, appropriate actions will be taken. Such actions may include drug or alcohol testing, referral to the EAP and/or other healthcare professional or disciplinary action up to and including termination of employment. If an employee refuses testing, disciplinary action may be taken up to and including termination of employment. If the results of a test for alcohol or illegal or unauthorized drugs are positive (confirmed positive by a second test on the same sample), the employee may be terminated. An impaired employee will be discouraged from driving and a cab voucher may be offered to the individual.
- Drug Testing is conducted under the following conditions.
- Drug Testing for cause: Before any alcohol or drug testing is performed, the VP-HR will consult with the Director or Scientific Director to obtain final approval.
- Post Accident, an employee's actions contribute to an accident that results in property damage, injury, or death;
- There is reasonable suspicion that an employee is impaired by alcohol or drug use;
- There is reasonable suspicion of theft and/or diverting drugs;
- An employee is subject to drug or alcohol testing as a follow-up to treatment;
- An employee convicted of violating a criminal drug statute (including pleas of guilty or no contest); and
- Symptoms suggesting drug or alcohol use include visible needles marks, red eyes, liquor smell on breath or clothing, sudden changed in work performance, inappropriate behavior, unexplained frequent absenteeism.
- Drug tests are performed on all applicants with a conditional offer of employment. See Human Resources policy 200.070
- Random Drug Test
- Random tests are performed on employee’s who occupy safety or health sensitive positions including transportation positions;
- An employee is subject to random drug or alcohol testing as a follow-up to treatment.
- All current employees will be given a copy of the St. Jude Alcohol and Drug Abuse Policy.
- During new employee orientation, all employees will be required to sign a statement indicating that they have read and understand St. Jude’s drug and alcohol policy, and that they agree to comply with its provisions as a condition of employment. Through the drug-free awareness program, employees will be informed about the following:
- The dangers of substance abuse in the workplace;
- St. Jude's policy of maintaining an alcohol- and drug-free workplace;
- Available drug counseling, rehabilitation, and employee assistance programs; and
- The penalties that may be imposed upon employees for substance abuse violations.
- Specific training will be provided to help supervisors
- Identify employees whose job performance is impaired by alcohol or drugs;
- Outline procedures related to drug and alcohol testing for cause; and
- Develop constructive confrontational techniques.
Confidentiality. All reasonable steps will be taken to keep information related to employee substance abuse and the results of alcohol or drug tests confidential. Only persons with a well-defined need to know will be informed.
Rights Reserved. St. Jude Hospital reserves the right to interpret, change, rescind, or depart from this policy in whole or in part without notice. Employees are free to resign their employment at any time for any or no reason without notice. Similarly, St. Jude retains the right to terminate the employment of any person at any time for any or no reason without notice.
Definition: Reasonable suspicion is defined as a belief based on objective facts and rational inference which may be drawn from such facts or based on direct or reported observations from a verifiable sources that the employee is using or is impaired by drugs or alcohol.