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District proposes tighter drug‑free workplace policy with disclosure pathway for employees
Summary
Human resources proposed revisions to the district’s GANA drug‑free workplace policy that narrow certain disciplinary options, add an advance disclosure pathway for employees seeking treatment, and specify follow‑up testing and suspension consequences; board discussion sent the draft for review pending formal action.
Miss Carlisle, presenting on behalf of human resources, walked the board through proposed revisions to policy GANA — the district’s drug‑free workplace policy. The changes are intended to modernize language, refine disciplinary consistency, and add a disclosure‑for‑treatment pathway for employees.
Key proposed revisions include removing “suspension with pay” as a disciplinary measure (leaving administrative leave with pay available during investigations), adding a specific 60‑day suspension period (specified as 60 days without pay in the draft), and clarifying that refusal of a drug or alcohol test would be grounds for termination. The draft also specifies periodic follow‑up drug testing for up to 12 months after return to work where required.
A new disclosure provision would allow an employee who provides a written disclosure to the superintendent that they have a condition related to drugs or alcohol to access supportive pathways, including participation in an employee assistance or treatment program. Miss Carlisle explained the disclosure must occur before any workplace incident, test, arrest, or conviction in order to trigger the protective provisions in the policy.
“Should an employee face a situation where there’s a criminal arrest…failure to make this notification may result in termination,” she said, calling attention to revised reporting responsibilities and to the 5‑year limit on using the disclosure pathway except when the disclosure precedes an incident.
Board members asked clarifying questions about suspension language, follow‑up testing and the superintendent’s role in administering the program. The revised draft will return for formal consideration per the board’s policy revision process; no final vote was taken at the Nov. 6 meeting.
Clarifying details: the draft specifies a 5‑calendar‑day minimum disclosure window for employees to notify the superintendent in writing and retains a provision that restorative or supportive measures may be offered in conjunction with disciplinary steps. Legal counsel (Greg Ellington) reviewed the draft as noted by staff.
