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About the Handbook
Introduction
Conditions of Employment
Benefits
Statement on Equity and Diversity
Standards of Conduct and Performance
Grievance Procedures
Miscellaneous

• Alcohol and Drugs

• Participation in Political Activities

• Privacy of Records

• Responsible Use of Computing

Miscellaneous Issues

Alcohol & Drugs

George Mason University is committed to providing a safe and productive environment for the community it serves by assuring that a drug-free workplace is maintained and that employees perform their duties unimpaired by the effects of drugs and alcohol use. In accordance with this commitment, and in keeping with federal law and State policy, the following applies to all employees.

  1. The unlawful manufacture, possession, use or distribution of illicit drugs and controlled substances and the unlawful possession, use or distribution of alcohol on University property is prohibited. Employees are strongly advised to notify their supervisors if they must take prescription medications that cause drowsiness or which otherwise affect their job performance.

  2. Employees must notify their supervisors of any convictions for violations of criminal drug laws occurring either in or outside the workplace. In addition, convictions for violations of alcohol beverage control laws or laws governing driving while intoxicated that occur while performing assigned duties must be reported. Convictions include any finding of guilt, including a plea of no contest, or imposition of a sentence. Appeals of convictions do not lessen an employee's responsibility to report such convictions.

  3. Employees who are required to possess a commercial driver's license (CDL) in the performance of their duties will be tested for drug and alcohol use in accordance with federal law. For further details about drug and alcohol testing for CDL holders, refer to University Administrative Policy 59, "Mandatory Alcohol and Drug Testing Program."

  4. Supervisors are responsible for relieving any employee from duty who appears unable to perform his/her duties safely, or who is deemed not to be in a condition to work. Any employee whose performance is impaired by the effects of drugs or alcohol at the workplace may be subject to disciplinary action, including termination. At management's discretion, employees may be referred to an assistance or rehabilitation program. Employees who are referred for rehabilitation are expected to successfully complete the program; otherwise, they are immediately subject to appropriate discipline. Even if an employee participates voluntarily in a rehabilitation program, the employee is expected to perform the duties of the position according to established job standards and expectations.

  5. Employees experiencing a problem with drug or alcohol abuse or dependency are encouraged to seek appropriate assistance. Each of the University's health insurance programs has a substance abuse provision. The Human Resources and Payroll Department also maintains a list of referral sources within the community. Supervisors should be alert for signs of employees needing such assistance.