Procedure 425: Drug Free Workplace
Revised: September 2013, October 2023
Ramapo College is committed to maintaining a drug free workplace in compliance with applicable laws. The unlawful possession, use, distribution, dispensation, sale or manufacture of illegal drugs or controlled substances is prohibited on College premises.
For purposes of this policy, “illegal drugs or controlled substances” refer to those defined as illegal under federal, state and/or local laws. They include, but are not limited to: all forms of narcotics, depressants, stimulants, hallucinogens or other drugs whose use, possession or transfer is restricted or prohibited by law (except for drugs prescribed by a licensed medical provider and used according to instructions for the purpose for which they are prescribed).
The use, consumption, possession, transfer, display, transportation, sale or growth of cannabis or cannabis items is prohibited in the workplace and during working hours. Employees are prohibited from coming to work under the influence of cannabis or using cannabis in the workplace and during working hours.
Alcohol consumption is prohibited during college operating hours, including rest periods and meal periods, except at authorized College-sponsored events where alcohol is served. The use, sale, personal possession of alcohol during work time or on College property shall result in disciplinary action up to and including termination.
Employees who appear to be under the influence of alcohol, drugs or controlled substances shall not be permitted to work and may be subject to a Fit for Duty Evaluation. In the case of suspected impairment, the People Operations and Employee Resources Department (POERD) will utilize a Reasonable Suspicion Observation Report that documents the behavior, physical signs and evidence that support the College’s determination that an employee is reasonably suspected of being impaired during an employee’s prescribed work hours. Those suspected of impairment will be sent for alcohol/drug testing and can be required to provide medical clearance to return to work.
Where there is reasonable suspicion that an employee is in possession of drugs or a controlled substance, the College has the right to contact law enforcement.
Violation of this policy may result in the imposition of employment discipline up to and including termination as defined for specific employee categories by applicable statutes, rules, regulations, employment contracts, labor agreements and existing College policies. At the discretion of the College, any employee convicted of a drug offense involving the workplace shall be subject to employee discipline and/or required to satisfactorily complete a substance use disorder rehabilitation program as a condition of continued employment.
As a condition of employment, an employee of Ramapo College will notify their supervisor if they are convicted of a criminal drug offense involving the workplace within five (5) days of the conviction. An employee’s failure to notify the supervisor of a conviction may also result in employment discipline. In the event any such conviction involves an employee working on a Federal contract or grant, the College will notify the granting or contracting Federal agency within ten (10) days of receiving notice of a conviction. A statement to this effect shall be given to all employees.
The illegal use of controlled substances can seriously injure the health of employees; adversely impair the performance of their responsibilities; and endanger the safety and well-being of fellow employees, students, and members of the public. Therefore, the College urges employees engaged in the illegal use of controlled substances to seek professional advice and treatment. Anyone who is employed at Ramapo who has a substance use disorder is invited to contact the Department of People Operations and Employee Resources or the College’s Employee Advisory Service Provider for information about available assistance. Student employees should contact Counseling Services.
This statement and its requirements are promulgated in accordance with the requirements of the Drug Free Workplace Act of 1988 enacted by the United States Congress. The College will continue its efforts to maintain a drug free environment by adhering to the above policy and by providing ongoing drug and substance use disorder awareness programs.