Drug-Free Workplace Policy at Marquette

Marquette University is committed to maintaining a drug and alcohol-free work environment. The abuse of illicit drugs and alcohol directly interferes with the development and performance of the individual. The effects of that use/abuse diminish the working environment for all. It is a policy of the university that drugs and alcohol in the workplace will not be tolerated. Employees must abide by the spirit and letter of this policy as a condition of employment. In addition, any employee convicted of a drug offense must report such conviction to the Department of Human Resources within five calendar days. In accordance with the Drug-Free Workplace Act, the Department of Human Resources is required to report all such convictions to the appropriate grantor agency, if applicable, and to impose appropriate sanctions against the convicted employee. Such sanctions will include progressive corrective actions, up to and including discharge, and/or providing counseling and drug rehabilitation programs to the affected employee.

The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited at the university. Prohibited substances include but are not limited to, marijuana and other hallucinogens, opium and other narcotics, cocaine, amphetamines and their respective derivative forms not prescribed by a licensed physician for the treatment of a current medical disorder. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner for the employee and fellow employees.

Violations of this university policy, which includes unlawful conduct, will be subject to corrective action, up to and including suspension or termination for all classifications of employees, depending upon the severity and/or frequency of the violation. Corrective actions will be progressive and applied equally to all employees, with the exception of those employees whose actions necessitate immediate and decisive disciplinary measures including suspension or discharge.

Corrective action normally will be administered in the following order:

• 1. Verbal warning or counseling.
• 2. Written warning.
• 3. Final written warning or suspension.
• 4. Suspension or discharge.

In the event that an employee is convicted under any criminal drug statute, the employee must report the conviction to the Department of Human Resources no later than five calendar days after the conviction. An employee so convicted may be subject to additional university action depending upon the individual circumstances. For further information on the university’s drug-free workplace policy, you may contact the Department of Human Resources or the university’s Student Counseling Center.