6806 - Drug-Free Workplace


The Edmonds School District is a drug-free workplace and has zero tolerance for drugs in the workplace. In accordance with the Drug-Free Workplace Act of 1988, as amended, the district prohibits:
  1. A. Reporting to work under the influence of alcohol, illegal drugs or controlled substances, including marijuana/cannabis (including medical marijuana) or other intoxicants;
  2. B. The unlawful manufacture, distribution, dispensation, possession or use of alcohol, illegal and/or controlled substances, including marijuana (cannabis) and anabolic steroids, or other intoxicants;
  3. C. Any other manufacture, distribution, dispensation, possession, or use of alcohol, illegal drugs, or controlled substances, including marijuana (cannabis), or other intoxicants in a manner that is detrimental to the interests of the district.
  4. Workplace," for purposes of this policy, includes any school building or any school premises; any school-owned vehicle or any other school-approved vehicle used to transport students to and from school or school activities; and off school property during any school-sponsored or school-approved activity, event or function, such as a field trip or athletic event.

    Any employee who is taking a drug or medication, whether or not prescribed by the staff member's physician that may adversely affect the employee's ability to perform work in a safe or productive manner is required to report such use of medication to his or her supervisor. This includes drugs which are known or advertised as possibly affecting judgment, coordination, or any of the senses, including those which may cause drowsiness or dizziness. The supervisor, in conjunction with Human Resources, then will determine whether the employee can remain at work and whether any work restrictions will be necessary.

    As a condition of employment, each employee will notify his or her supervisor of a conviction under any criminal drug statute violation occurring in the workplace as defined above. Such notification will be provided no later than five (5) days after such conviction. As a further condition of employment, each employee shall abide by the terms of this policy concerning a drug-free workplace.

    Any employee who violates the terms of this policy may be suspended, discharged, or non-renewed in accordance with Board policy, State law, and/or applicable collective bargaining agreements. The district may also refer the matter for criminal prosecution. In cases where the district in its sole discretion determines that reinstatement of the employee is appropriate, it may require as a condition of eligibility of reinstatement that an employee satisfactorily complete a drug rehabilitation or treatment program approved by the district, at the employee's expense. Nothing in this policy will be construed, however, to guarantee reinstatement of any employee who violates this policy; nor does the district accept any financial obligation for treatment or rehabilitation required as a condition of eligibility for reinstatement.

    The Superintendent or designee is directed to:

    1. Provide a copy of the Drug-Free Workplace policy to each new employee;
    2. Maintain a drug-free awareness program; and
    3. Comply with other specific requirements of the Drug-Free Workplace Act of 1988, as amended.

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