Peru State College
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Employee Policies
 

Nebraska State College System Policies

Faculty Agreement

Professional Staff Agreement

Support Staff Agreement

Anti-Harassment Policy

Drug-Free Workplace Policy


Board Policy 5007 - Anti-Harassment Policy

 

It is the policy of the Nebraska State College Board of Trustees to provide a workplace free of tensions involving matters which do not relate to the System's business. In particular, an atmosphere of tension created by unlawful non-work-related conduct, including ethnic, racial, sexual, age, disability, or religious remarks, animosity, unwelcome sexual advances, or requests for sexual favors and such other conduct does not belong in the State College workplace or learning environment.

 

Unlawful harassment of students, employees, job applicants, or any visitors to a campus by other employees or students is prohibited. Unlawful harassment includes, without limitation, verbal harassment (derogatory comments and/or slurs, negative stereotyping, intimidating behavior), physical harassment (assault or physical interference), visual harassment (posters, cartoons, drawings, or improper written or graphic material), and innuendo.

 

Sexual harassment is a violation of state and federal law. It includes unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct, and other verbal or physical conduct, or visual forms of harassment of a sexual nature when submission to that conduct is either explicitly or implicitly made a term or condition of employment or is used as a basis for employment decision. Further, other forms of unlawful harassment include actions that have the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

 

The purpose of this policy is to establish clearly and unequivocally that the Nebraska State College System prohibits unlawful harassment in any form by and of its employees and students and requires the Colleges and System Office to set forth explicit criteria and procedures by which allegations of such harassment may be filed, investigated, and adjudicated. Such criteria and procedures are to be consistent with federal regulations pertaining to employees and students as well as the principles stated in this policy.

 

Such campus procedures shall provide that if any employee or student has reason to believe that they or another employee or student has been unlawfully harassed, that person should report the violation to a supervisor or any administrative employee. If the reporting person feels that the supervisor does not give satisfactory results or if the supervisor is considered to be part of the problem, any other administrative employee should be contacted.

 

Any complaints reported will be kept confidential to the extent possible and the reporting person shall be assured that no negative consequences will be suffered as a result of bringing concerns to management attention in good faith. All complaints are to be promptly and thoroughly investigated. If the investigation reveals that unlawful harassment at work or on campus has taken place, disciplinary action is to be immediately taken against the appropriate person or persons.

 

In addition to having an explicit policy prohibiting unlawful harassment of any type and clearly and regularly communicating this policy to employees and students, the colleges should train and sensitize their employees and students on the issues of unlawful harassment, sexual abuse, and child molestation as well as their rights and the procedure to use to raise these issues. The Colleges should also develop and implement an effective complaint procedure by which employees and students can make their complaints known.

 

Policy Adopted: 10/26/84

Policy Revised: 3/11/94

Policy Revised: 9/17/04

 

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Board Policy 5006 - Drug-Free Workplace Policy

 

The Board of Trustees recognizes and affirms its responsibility and commitment to maintain a drug-free workplace environment. In accordance with this responsibility and to ensure worker safety and workplace integrity, under the Drug-Free Workplace Act of 1988, (41 U.S.C. §701), and the Drug-Free Schools and Communities Act of 1989, (20 U.S.C. §1145g), the Board prohibits the illegal manufacture, possession, distribution or use of controlled substances or alcohol in the workplace by its employees or those who engage or seek to engage in business with the State College System.

 

The term "controlled substance" refers to a controlled substance as defined by the Federal Controlled Substances Act (21 U.S.C. 801 ) et seq, or Nebraska Drug Control Laws, Neb. Rev. Stat. 28-401 et seq.

 

In an effort to bring about a drug-free workplace in the System and to assure employees of a workplace free from illegal drugs and their effect, the Board through its College administrations will implement the following Drug-Free Workplace Policy and standards of conduct.

 

SCOPE: Applicable to all employees.

POLICY: It is unlawful to illegally manufacture, distribute, dispense, possess, or use a controlled substance, drug paraphernalia or alcohol in the workplace. The Board, therefore, establishes a drug-free workplace policy for its employees.

 

STANDARDS OF CONDUCT

 

The Board has formulated the following standards of conduct for its employees which prohibit the following acts:

 

  1. Unauthorized use, possession, manufacture, distribution or sale of illegal drugs, drug paraphernalia or alcohol on College premises or while on College business or at College activities, or in College supplied vehicles either during or after working hours;
  2. Unauthorized use, possession, manufacture, distribution, or sale of a controlled substance as defined by the Federal Controlled Substances Act, (21 U.S.C. 801) et seq, or Nebraska Drug Control Laws, Neb. Rev. Stat. 28-401 et seq., on College premises, or while engaged on College business or attending College activities, in College supplied vehicles, either during or after working hours;
  3. Storing in a locker, desk, vehicle, or other place on College owned or occupied premises, any unauthorized controlled substances, drug paraphernalia or alcohol;
  4. Possession, use manufacture, distribution or sale of alcohol or illegal drugs off College premises that adversely affects an employee's work performance, safety or the safety of others;
  5. Violation of State or Federal laws relating to the unauthorized use, possession, manufacture, distribution or sale of alcohol, controlled substances or drug paraphernalia;
  6. Failure to report within five (5) days any criminal drug or alcohol statute citation, arrest or conviction occurring in the workplace to his or her immediate supervisor. The supervisor will immediately report such citation, arrest or conviction to the President or designee.

 

PROCEDURE

 

  1. All employees, including part-time student employees, and each new hire will receive a copy of this policy.
  2. Each employee will receive a drug abuse awareness form which will state it is unlawful to manufacture, distribute, dispense, possess, or use a controlled substance or alcohol in the workplace unless alcohol is allowed at an event authorized and hosted by the President as outlined in Board Policy 8035. Each employee will sign and date this statement certifying that he or she:
    1. Understands and will abide by the drug-free workplace policy; and
    2. Has knowledge of disciplinary actions which may be imposed for violations of the drug-free workplace policy.
      The signed and dated statement will be provided to the Director of Human Resources. The signed and dated statement will be permanently maintained in the employee's personnel file.
  3. All current employees will receive drug and alcohol abuse awareness training. New hires will receive the training within the first six (6) months of date of hire. This training shall include:
    1. A definition of drug and alcohol abuse;
    2. Information on specific drugs and alcohol and the effects of drug and alcohol abuse;
    3. Dangers of drug and alcohol abuse in the workplace;
    4. Availability of counseling and treatment services; and
      E. Disciplinary actions which may be imposed on employees for violations of this policy.
  4. If an employee violates the drug free workplace policy, disciplinary action may be imposed according to established Board policy and procedures. Disciplinary action shall include one or more of the following actions:
    1. Referral to an assistance program for evaluation and assessment to determine the appropriate treatment for rehabilitation; and/or
    2. Participation in a drug rehabilitation program; and/or
      C. Termination of employment.
    3. If an employee is convicted of violating any criminal drug statute while in or at the workplace, he or she will be subject to discipline up to and including termination. Alternatively, the College may require the employee to successfully complete a drug abuse program sponsored by an approved private or governmental institution at the employee's expense.
  5. If an employee is convicted of violating any criminal drug statute while in or at the workplace, he or she will be subject to discipline up to and including termination. Alternatively, the College may require the employee to successfully complete a drug abuse program sponsored by an approved private or governmental institution at the employee's expense.
  6. If the employee is hired on federal contracts or grants, as a condition of employment, the College shall notify the Federal granting agency within ten (10) days after receiving notice of an employee's drug or alcohol statute conviction.

 

Policy Revised: 6/2/11

 

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