catalog - Prairie State College

POLICIES & GUIDELINES2006-2008 CATALOGPOLICIES &GUIDELINESDRUG-FREE AND ALCOHOL-FREE WORKPLACE(BOARD POLICY G-40)Prairie State College shall provide a drug-free workplace.Accordingly, the College shall prohibit the use, unlawful manufacture,distribution or possession of controlled substances inits workplace in accordance with the Drug-Free Workplace Actof 1988.The College shall also prohibit the distribution, consumption,use, possession or being under the influence of alcoholwhile on College premises or while performing work forthe College except during certain special events taking place onCollege property and properly approved in advance consistentwith Board policy C-14,Alcoholic Beverages on CollegeProperty, and approved by the College President. However, allCollege employees in attendance at such special events as apart of their assigned College duties, shall be prohibited fromconsumption, use, possession or being under the influence ofalcohol.Alleged violations of this policy shall be reported to theCampus and Public Safety Office, and a written report shall beforwarded to the College President or designee.A conferencewill be conducted to discuss an alleged violation(s) with theemployee(s).Prairie State College certifies that it will provide a drug-freeand alcohol-free workplace by:A. Posting this policy in a place where other information foremployees is posted;B. Publishing this policy and distributing a copy of it to allemployees;C. Notifying each employee that as a condition of their employmentthey shall abide by the policy statement;D. Conducting periodic seminars/workshops for all employeesto educate them about the dangers of drug/alcohol abuse inthe workplace;E. Making a good-faith effort to continue to maintain a drugfreeand alcohol-free workplace for the overall health andsafety of its employees;F. Requiring employees to report any convictions of a state orfederal criminal statutory drug offense occurring in theworkplace within five (5) days of the event to the HumanResources Office;G. Reporting employee convictions to the appropriate federalgrant agency within ten (10) days and issuing appropriate disciplinaryaction against such employee within thirty (30)days; andH. Making a good faith effort to continue to maintain a drugfreeworkplace for the overall health and safety of itsemployees.As a condition of employment, each employee shall:A. Abide by this policy statement; andB. Notify his/her supervisor of his/her conviction under anycriminal drug statute for a violation occurring on the Collegepremises or while performing work for the College, no laterthan five (5) days after such conviction.Violation of this policy may result in one or more of thefollowing disciplinary actions:A. Mandatory participation in a drug/alcohol rehabilitationprogram approved by the College and the state/local healthboard;B.Written reprimand; orC. Suspension or termination of employment.The College shall take disciplinary action with respect to anemployee convicted of a drug offense in the workplace within30 days after receiving notice of the conviction.SEXUAL HARASSMENT (BOARD POLICY C-9)Prairie State College shall support and protect the right of allemployees and students to work and learn in an environmentfree from unsolicited and unwelcome sexual overtures. Sexualharassment is unacceptable conduct for College employees andstudents and is subject to sanctions and disciplinary actions upto and including dismissal or expulsion. Sexual harassment isillegal under state and federal law.Sexual advances, requests for sexual favors and other verbalor physical conduct of an unwelcome sexual nature shall constitutesexual harassment.Typically, sexual harassment occurswhen such conduct would be deemed hostile or abusive by areasonable person, and/or, when: submission to such conduct ismade either explicitly or implicitly a term or condition ofemployment or education; submission to or rejection of suchconduct by an individual is used as the basis for employment oracademic decisions affecting an employee/student; such conducthas the purpose or effect of substantially interfering with professionalor academic performance; and/or such conduct createsan intimidating, hostile or offensive employment, educationalor living environment.A violation of this policy may result in discipline up to, andincluding, discharge, suspension or expulsion. Any person makinga knowingly false accusation regarding sexual harassmentwill likewise be subject to disciplinary action, up to and includingdischarge, suspension or expulsion.The College President shall be responsible for causingadministrative procedures to be developed by which anemployee or student may file a complaint based upon perceivedsexual harassment conduct; such practices shall be developedto protect the confidentiality of complaints and responsespending disciplinary action.Information and communication of this policy shall be madea part of the orientation materials for employees and studentsand shall be published in appropriate College documents forthe information of employees and students. Furthermore, thePresident shall be authorized to initiate the development ofemployee codes of conduct, the inclusion of sexual harassmentpolicy statements in negotiated agreements and grants, and thefurther dissemination of the policy through appropriate studentand employee awareness programs.22