Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-12 - Drug free workplace and reasonable suspicion protocol policy

Current through all regulations passed and filed through July 1,
			 2024
(A)
								Policy statement and purpose
To set out the policy governing a drug
				free workplace.
(B)
								Policy
Bowling Green state university has
				adopted a drug free workplace policy (board of trustees. May 10. 1991) in order
				to ensure a quality educational and work environment, one free from the effects
				of alcohol and other substance abuse. It is the responsibility of each faculty,
				administrative and classified staff member to adhere to the policy described
				here.
The drug free workplace policy
				prohibits the unlawful use, sale, dispensing, transfer, or possession of
				controlled substances, alcoholic beverages, substances not medically authorized
				or any other substance that may impair an individual's academic or work
				performance or pose a hazard to the individual, public, students, or employees
				of the university on its property or at any of its activities.
If a violation of this policy occurs,
				support programs will be made available when appropriate. However, disciplinary
				action may be taken up to and including dismissal or expulsion from the
				university and possible criminal prosecution. The university will make
				appropriate efforts to provide rehabilitative support before giving
				consideration to termination of employment as stipulated in the Charter and
				, sections
				124.34 and
				3345.22 -to
				3345.25 of the Revise
				Code.
Employees must, as a condition of
				employment, report any conviction under a criminal drug statute for violations
				occurring on or off university premises while conducting university business.
				The Drug Free Workplace Act of 1988 mandates that a report of a conviction must
				be made within five days after the conviction.
(1)
									Reasonable
			 suspicion testing protocol
(a)
										As part of Bowling Green state university's obligation
			 to ensure a quality and safe educational and work environment, a reasonable
			 suspicion Testing frotocol has been adopted. Using or being under the influence
			 or the effects of drugs or alcohol on the job, using such substances in a
			 manner which effects work performance, or having such substances or their
			 metabohtes in one's system may pose serious safety and health risks. To reduce
			 these risks, employees may be required to provide body substance samples (such
			 as breath, urine and/or blood) to determine if the uhcit. illegal or improper
			 use of drugs or alcohol has affected one's work performance.
(b)
										The intent of
			 this protocol is to outline for supervisors and managers the steps they may
			 take in the event an employee appears to have violated the drug free workplace
			 policy.
(c)
										Whether or not a person's behavior rises to the level
			 of "reasonable suspicion" must be based on the manager's/supervisor's specific
			 observations concerning the employee's appearance (including odor), behavior,
			 and/or speech. Some examples of behaviors on which reasonable suspicion may be
			 founded include:
(i)
											Shaky, unstable or staggering walk
(ii)
											Red, glazed, or
			 watery eyes
(iii)
											Dilated or contracted pupils
(iv)
											Obvious motor
			 skill impairment
(v)
											Odors on breath or clothes.
(vi)
											Credible
			 eyewitness reports of usage
(vii)
											Impaired
			 reaction time
(d)
										Behaviors leading to reasonable suspicion must be
			 documented in writing, Supervisors should write only what is observed as it
			 relates to unsafe behavior, performance deterioration or policy violation. No
			 comments are to be recorded which reflect on suspected reasons for the behavior
			 or opinions about it.
(e)
										If, based on reasonable suspicion, any employee is
			 believed to pose an immediate safety risk to anyone (including self), the
			 supervisor is to move to relieve the individual of all work
			 responsibilities.