In fulfilling its purpose as an institution of higher education, IU has many responsibilities, one of which is that of employer. In this role, the university develops policies and practices of employment to obtain an effective staff and maintain the respect of employer and employee for each other.
One aspect of this philosophy is an Alcohol and Drug Abuse Procedure, the objectives of which are:
- To establish and maintain a safe, healthy working environment for all employees;
- To reduce the incidence of accidental injury to person or property;
- To reduce absenteeism, tardiness, and poor or indifferent job performance;
- To insure the positive reputation of the university and its employees as worthy of the responsibilities entrusted to us; and
- To provide assistance toward rehabilitation for any employee who seeks help in overcoming an addiction or dependence on alcohol or drugs.
The university does not and cannot accept or condone alcohol or drug abuse by its employees. Alcohol and drug abusers do not suffer alone. Their abuse is also detrimental to the university, to fellow employees, and to the public we serve. Therefore the following applies to faculty and all other employees.
- No alcoholic beverage will be brought onto or consumed on IU Southeast property except for events specifically authorized by the chancellor. Further, no illegal drug will be brought onto or consumed on university or campus property at any time.
- Any employee whose off-work use of alcohol or drugs can reasonably be established to be the cause of excessive absenteeism or tardiness, or the cause of accidents or poor work performance will be counseled to seek rehabilitation from available community resources. It is the employee’s responsibility to meet the standards of acceptable work performance and failure to do so will be addressed within the progressive disciplinary process applicable to that employee.
- Rehabilitation itself is the responsibility of the employee. An employee seeking medical attention for alcoholism or drug addiction is entitled to appropriate health insurance benefits. Such treatment is an acceptable purpose for a leave of absence subject to consideration of the other conditions listed in the leave of absence personnel policy.
- An employee's request for assistance will be treated as confidential by the supervisor receiving it and only those persons needing to know will be made aware of the request.