2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 78
Substance Abuse Policy will result in non-renewal of an individual’s employment contract for the
2018-2019 school year and termination of employment.
The effective date of this policy is April 1, 2017.
The elements of this policy are as follows:
1. Anti-drug Policy. The Office of Catholic Schools prohibits the unlawful manufacture,
distribution, dispensation, presence, or use of alcohol, drugs, or other controlled substances
on school property or during any school sponsored activities. Employees violating this
prohibition will be referred to rehabilitation, and/or disciplined up to and including
termination.
2. Notice. Notice of this policy will be posted in appropriate and conspicuous locations on
Archdiocesan School premises, and copies of the policy will be available for inspection by
applicants/employees during regular business hours in the administrative offices. Also,
vacancy announcements for job appointments will include notice of drug testing.
3. Acknowledgment/Copy to Employees. All employees will acknowledge notice of this
substance abuse policy by signing the Acknowledgment Form. Additionally, employees
will be given a copy of The Office of Catholic Schools’ written policy statement.
4. Education Program/Supervisor Training. The Office of Catholic Schools will present
several Substance Abuse Education Programs for all employees on a periodic basis.
Administrative personnel in supervisory positions will receive additional training on
substance abuse.
5. Application of Policy. This policy is mandatory for all applicants, full- and part-time
employees as designated by the Office of Catholic Schools.
a. Drug Testing. The Office of Catholic Schools will utilize drug and alcohol testing to
help administer this policy. The Office of Catholic Schools reserves the right to
drug and/or alcohol test employees at any time, for any reason with probable and
sufficient cause. Any refusal to take a drug and/or alcohol test will result in denial
of employment for applicants, and referral to utilization of the Resource File
providers or termination, depending on the circumstances and in consultation with
the Director of Human Resources, for full and/or part-time employees. All
applicants and employees will be required to sign the Chemical Screening Consent
and Release Form prior to any drug or alcohol test which will be applicable for the
current school year. In general, the following types of testing will be used:
i. All applicants will be tested after receiving an offer of employment. Any
applicant who refuses to take a drug test will not be considered for
employment. Any applicant who fails the drug test by having a confirmed
positive test result will not be considered for employment. If the applicant
has begun work for Archdiocese of Atlanta, conditioned upon passing the
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