HTC Policies and Procedures
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Human Resources Drug Free Workplace |
Policy 04.08 |
POLICY STATEMENT
Hennepin Technical College will comply with the Drug Free Workplace Act of 1988 (Public Law 101-690) and MnSCU Board Policy 5.18.
IMPLEMENTATION PROCEDURE
Except as provided in this policy, the possession, use, sale or distribution of alcoholic beverages and 3.2% malt liquor at Minnesota State Colleges and Universities and institution-sponsored events on or off campus is prohibited.
No employee shall use, manufacture, sell, give away, distribute, or possess any alcohol or controlled substance as defined in Minnesota statutes while on campus or while involved in a college activity, service, project, program or work situation.
Employees also shall not report to work while under the influence of alcohol or controlled substances except as prescribed by a physician.
Employees working on federal grants or contracts who are convicted of a criminal drug statute violation occurring in the workplace are required to inform the Human Resources Director of this fact within five calendar days of the conviction. The college will notify the Federal Government of such a conviction within ten days of receiving the information.
Exception for Instructional Purposes. Use of alcohol in laboratory and classroom instruction/experiments is not prohibited.
The president for the college has delegated authority to approve use of alcohol at specific special events on campus or college or university sponsored events off campus. Approval shall be consistent with the office of the chancellor or campus drug and alcohol policy and with system procedures. The procedures shall address the following: compliance with local ordinances and state law relating to sale, possession or consumption of alcohol; providing adequate dram shop/public liability insurance; and any other matters deemed necessary by the chancellor.
Records regarding approval of the use of alcohol at specific events shall be in accordance with approved records retention schedules.
Sanctions
Administrative and legal sanctions, consistent with existing
contracts, up to and including termination of employment and referral
for prosecution will be imposed on employees who violate the preceding
standards of conduct. A disciplinary sanction may include the
completion of an appropriate rehabilitation program.
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