Select this to enable text only view - Prohibition of Drugs and Alcohol

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Approved: 10/18/2012
Approved By: President's Staff
Section: 01 - GENERAL
Policy: 005 - Prohibition of Controlled Substances

This procedure applies to all individuals while they are in facilities or on property owned, controlled or operated by the College and at College sponsored or sanctioned events.

CCBC provides a safe and productive environment for all employees, students and visitors. It is the procedure of the College that employees, students and visitors shall not be involved with the unlawful use, possession, sale, or transfer of drugs or narcotics in any manner that may impair their ability to perform assigned duties or otherwise adversely affect the College's business. This procedure provides CCBC employees, students and visitors with guidelines pertaining to drug and alcohol abuse during the normal course of doing business with CCBC. This procedure also is in compliance with the Drug-Free Workplace Act of 1988 and the 1989 amendments to the Drug-Free Schools and Communities Act (DFSCA), as articulated in the Education Department General Administrative Regulations (EDGAR) Part 86,1—the Drug-Free Schools and Campuses Regulations.

Under normal conditions, employees, students and visitors are not permitted to possess or consume alcoholic beverages on College property or possess or consume alcoholic beverages in association with the College sponsored events/activities

It is expected that employees, students and visitors will report for work, class and/or appointments free from the effects of alcohol and drugs. Any involvement with alcohol/drugs that adversely affects the College environment will be subject to appropriate disciplinary action. Additionally, off-the-job usage of alcohol or illegal drugs may also be subject to disciplinary action when such usage has an adverse effect on an employee's job performance or has the potential to jeopardize the safety of other employees, students and visitors, and the public.

For the purposes of this procedure, illegal drugs are those drugs defined as illegal under federal, state, or local laws; they include, but are not limited to:

  • Marijuana
  • Heroin
  • Hashish
  • Cocaine
  • Hallucinogens
  • Alcohol

This procedure also addresses the misuse or abuse of prescription medications or controlled substances.

Drug and alcohol testing may be required as a routine part of the pre-employment process with CCBC physical examination for all job applicants prior to employment with CCBC. Offers of employment will be made contingent on the applicant’s satisfactory results from the drug screen prior to the on-set of employment. Where the drug screening results indicate the presence of drugs or controlled substances, the employment offer will be rescinded and the applicant will not be considered further for employment with CCBC.

Testing may also be required for the employees of contractors providing services and personnel to the College.

Exemptions and Reasonable Accommodations

CCBC recognizes that many prescription and over-the-counter medications may fall within the above prohibition. An employee, student and/or visitor desiring to use any medications while on working or on company premises should make a prior request to the Human Resources Department for an exemption from this procedure The effects of the medication(s) on the safety of the individual and their impact on the safety of others while in or on College premises will be considered.

Employee Assistance and Drug-Free Awareness

The abuse of drugs and alcohol has a number of adverse health consequences and information on these issues and conditions is available through the Human Resources Department. Personnel within the Human Resources Department may assist in making referrals and otherwise assisting employees and students seeking help to address drug/alcohol problems.

CCBC will assist and support employees and students who voluntarily seek help with drug and alcohol problems before becoming subject to disciplinary action. Employees may be allowed to use accrued paid time off, be placed on leaves of absence, or referred to treatment providers and otherwise provided accommodation as required by law. Employees may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety-sensitive or require driving, or if the employee has violated this procedure previously. If disciplinary action involving the use of drugs or alcohol has been initiated, the employee will be considered to have forfeited their right to be granted a leave of for treatment.

Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to Human Resources. Employees should not, however, disclose underlying medical conditions unless directed to do so.

Employees Charged with or Convicted of an Unlawful Drug Activity

Any employee who is convicted of an activity involving an illegal drug either on or off College premises is in violation of this procedure. Any employee who is convicted under a criminal drug statute must notify the Human Resources Department in writing of such conviction no later than five calendar days after the conviction. In deciding what disciplinary action to take, the College may take into consideration:

  • The nature of the offense charged;
  • The safety requirements of the employee's present job assignment;
  • The employee's record with the College;
  • The employee's statement of facts;
  • The disposition of the charge;
  • The impact of the offense on the College, and
  • Other relevant factors.

The College may take disciplinary action before and/or after final disposition of the charges.

The College is required to notify the proper federal agency of this conviction within ten (10) days of receiving a notice of conviction from the employee.

Any employee so convicted is subject to disciplinary action up to and including termination.  At the College’s option, the College may require that the employee enter a rehabilitation program within thirty (30) days of the College receiving notice of conviction.  Although the use/abuse of alcohol and other drugs at the workplace/campus will not be tolerated, the employee/student will be encouraged to utilize the opportunity to get help.


This procedure as it impacts employees will be administered through Human Resources.

This procedure as it impacts students will be administered through the office of Student Learning and Success.

This procedure as it impacts visitors will be administered though the Business Office.

The College officials will cooperate with local, state, and federal authorities to ensure compliance with laws for unlawful use, possession, manufacture, distribution, or sale of illicit drugs or alcohol and will advise students and employees that convictions or violations of these laws can lead to fines and/or imprisonment.

The College reserves the right to conduct searches of all covered premises at any time and employees, students, and visitors are required to cooperate with such search.

This procedure statement does not create an employment contract or otherwise limit this institution’s management rights, including the right to revise this procedure.