The Highline School District is a drug-free workplace and has zero tolerance for drugs in the schools or workplace.
“Workplace” is defined to mean the site for the performance of work done, which includes work done in connection with a federal grant. “Workplace” includes all district buildings and district property; any district-owned vehicle or any other district-approved vehicle used to transport students to and from school or school activities; and any other property when used for a school- or district-sponsored event, activity or function, such as a field trip or athletic event, where students are under the jurisdiction of the school district.
A. Reporting to work under the influence of alcohol, illegal drugs, controlled substances including marijuana/cannabis (including medical marijuana), or anabolic steroids.
B. Using, possessing, or transmitting alcohol, illegal and/or chemical substances including marijuana (cannabis) and anabolic steroids, in any amount or on any district property at any time, or when involved in a school district activity on or off school district property.
C. Any staff member convicted of a crime attributable to the use, possession, or sale of illegal and/or chemical substances including marijuana (cannabis) and anabolic steroids will be subject to disciplinary action, including immediate termination.
D. Using district property or the staff member’s position within the district to make or traffic alcohol, illegal and/or controlled substances, including marijuana (cannabis).
E. Using, possessing or transmitting illegal and/or controlled substances, including marijuana (cannabis) and anabolic steroids.
Any employee who is taking a prescription or over-the-counter drug or medication is responsible to consulting the prescribing physician and/or pharmacist to ascertain whether the medication may adversely affect the employee’ s ability to perform work in a safe or productive manner. 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. If the use of the drug or medication could compromise the safety of the employee, other employees, students, or the public, it is the employee’s responsibility to notify his or her supervisor or to the Human Resources department. 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. Such notification will be provided no later than five (5) days after such conviction. The district will notify any federal granting agencies within ten (10) days of such conviction, regardless of the source of the information.
As a 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 or may take other actions as the district deems appropriate. 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 for reinstatement, an employee may be required to satisfactorily complete a drug rehabilitation or treatment program approved by the district, at the employee’s expense. Nothing in this policy will be construed to guarantee reinstatement of any employee who violates this policy, nor does the school district incur any financial obligation for treatment or rehabilitation ordered 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.
Use of Tobacco and Nicotine Substances on School Property - Policy 4215
Federal Highway Administration Mandated Drug and Alcohol Testing Program - Policy 5202
Employee Assistance Program - Policy 5204
Termination of Employment - Policy 5280
Use of Tobacco and Nicotine Products - Policy 4215
Violations committed in or on certain public places or Facilities-Additional penalty-Defenses-Construction-Definitions - RCW 69.50.435
Controlled Substance Act - 21 U.S.C. § 812
Safe and Drug-Free Schools and Communities Act - 20U.S.C. §§7101-7118
Safe and Drug-Free Schools and Communities Act - 41 U.S.C. § 8103
Legal News - Policy News, February 2013
Changes in WSSDA’s Policy Reference Manual - Policy News, December 2011
Bus drivers still tested for marijuana - Policy News, February 1999
Policy Updates - Policy News, December 2015
Highline School District 401
Adopted by the Board August 9, 1989
Revised by the Board: 05.91, 08.00, 06.12, 01.14, 4.16
Previously numbered: 5259