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Appendix B SUBSTANCE-ABUSE POLICY
Wittenberg University, as a church-related school in partnership with its supporting synods of the
Evangelical Lutheran Church in America, respects and defends the Church's position that substance
abuse is destructive to God's good gift of personhood.
The university recognizes drug/alcohol dependency as an illness and a major health problem. The
university also recognizes drug abuse as a potential health, safety and security problem. Faculty and
staff members needing help in dealing with such problems are encouraged to contact their supervisor,
the Pastor to the University, the Director of Student Counseling, or the Associate vice president for
human resources. The Office of Human Resources should be contacted for referral to various agencies
through our informal employee assistance program and/or health plans, as appropriate. Conscientious
efforts to seek such help will not jeopardize any employee's job and will not be noted in any personnel
record.
It is Wittenberg University's policy that faculty and staff will remain free of illicit drugs or substances
while employed and working in the workplace. The unlawful manufacture, distribution, dispensing,
possession or use of a controlled substance is prohibited in the workplace. The abuse of alcohol or the
misuse and abuse of drugs and other illicit substances (for non-medical purposes) will not be tolerated.
A faculty or staff member who engages in illicit drugs or substances on the job or comes to work on
university property under the influence of such drugs will be subject to the University Rules of Conduct
and subject to disciplinary action, as outlined in university employment manuals.
Faculty and staff members must, as a condition of employment, abide by the terms of the above policy
and report any conviction under a criminal drug statute for violations occurring on or off university
premises while conducting university business. A report of a conviction must be made to the associate
vice president for human resources within five (5) days after the conviction. (This requirement is
mandated by the Drug-Free Workplace Act of 1988.)