Drug Free Workplace

There are two federal acts that affect the continuance of the LSU Health Shreveport workplace:

The Drug Free Workplace Act of 1988

requires employers who contract with or receive grant funds from federal agencies to ensure they meet certain requirements for providing a drug free workplace by good faith effort;

The Drug Free School and Communities Act of 1989

requires that as a condition for receiving funds or any other financial assistance under any federal program, an institution of higher education must certify that it has adopted and implemented a program to prevent the unlawful possession, use or distribution of illicit drugs or alcohol abuse by students or employees.

How does this affect LSU Health Shreveport employees?

What are the consequences if drug use is suspected?

What are the Warning Signs?

Rehabilitation Procedure

Reporting Procedure

How does this affect LSU Health Shreveport employees?

Failure to follow stipulated guidelines could result in institutional losses of federal support to research and education. In an academic health science setting, an impaired employee's job related activity can result in errors destructive to the missions of the institution. The State of Louisiana will not tolerate any substance abuse or use which impairs the health and well-being of its employees or threatens its services to the public by Executive Order No. EWE 92-10. Employees who abuse drugs or alcohol are a danger to themselves and to other employees. In addition, substance abuse inflicts a terrible toll on the States productive resources and the health and well-being of Louisiana workers and their families.

What are the consequences if drug use is suspected?

Laboratory drug tests of appropriate body fluid specimens may be required of an employee should there be reasonable suspicion to believe a chemical abuse problem exists. Testing may also be required after an accident, near accident or incident.

What are the Warning Signs?

Appearance of impairment or intoxication on the job or aberrant behavior. Examples of suspicious behavior are:

Smell of alcohol on breath
Unsteady gait
Change in affect, appearance or behavior
Unusual handling of narcotics
Sleeping on duty
Tardiness/Absenteeism (i.e. in conjunction with days off)

LSU Health Shreveport will require completion of an appropriate rehabilitation program for continued participation in employment. Employee Assistance Program (EAP) is available.

Rehabilitation

Management will require employee to enter a treatment/rehab program as a condition on continued employment.

After successful completion of treatment/rehab, employee must continue with an appropriate follow-up program.

Withdrawal or failure to successfully complete treatment program will result in immediate termination.

Submission to periodic drug screens upon request, is requirement for continued employment.

Personnel returning to work will not be allowed to work with or around controlled substances until the appropriate behavior has been noted and approved by management.

Any continuing evidence of chemical abuse will result in notification to state or federal law enforcement agencies and/or National Licensing Boards, if appropriate.

Reporting

All employees are required by federal law to notify the Director of Human Resource Management within five (5) days following a conviction of any drug-related criminal charge(s). Notification of this drug-free policy is presented as a part of new employee orientation. Use of sick or annual leave for purposes of bona fide rehabilitation efforts is encouraged.