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Statement of Policy

This institution addresses the problem of drug and alcohol abuse by introducing a substance abuse policy to ensure that the school will have a drug free workplace and learning environment.

Drug and alcohol addiction is a complex, yet treatable, disease. Even the incidental use of highly toxic and potentially addictive substances may trigger detrimental biomedical changes within the body and/or inconsistent behavioral patterns which could endanger both the user and surrounding persons. The sharing of paraphernalia (needles, syringes, pipes, etc.) used for the intake of these substances may, if blood to blood contact results, promote the transmission of causative agents related to hepatitis B and acquired immunodeficiency syndrome (AIDS).

While the school understands students and employees under a physician’s care may be required to use prescription drugs as a form of therapy, abuse of prescribed medications will be dealt with in the same manner as the abuse of illegal substances.

The ultimate goal of this policy is to balance our respect for individual privacy with our need to keep a safe, productive, drug-free environment. We strongly encourage these individuals to seek help in overcoming their problem. In this way, fully rehabilitated abusers who remain drug-free can return to school or employment in good standing.

With these basic objectives in mind, the school has established the following policy with regard to use, possession, or sale of alcohol and drugs.

Seeking Assistance

The school maintains that it is the responsibility of the affected individual to seek assistance before drug and alcohol problems require disciplinary action. Once a violation of this policy occurs, subsequently seeking assistance on a voluntary basis will not necessarily lessen the disciplinary action and may, in fact, have no bearing on the determination of appropriate disciplinary action.

An individual’s decision to seek prior assistance for drug and/or alcohol problems will not be used as the basis for disciplinary action and will not be used against the student or employee in any disciplinary decisions. On the other hand, seeking assistance for such problems will not be a defense to imposition of disciplinary action where the facts providing a violation of this policy are obtained outside of discovery that the individual is seeking assistance.

The school will provide the opportunity for appropriate assessment of the affected individual’s condition and referral to a licensed treatment facility. Such students and employees may be granted leave with a conditional return to school or work depending on successful completion of the agreed treatment regimen, which may include periodic and random testing.

Grounds for Disciplinary Action or Termination

Illegal Drug Use

Any student or employee bringing onto the school’s premises or property, having possession of, being under the influence of, or using, consuming, transferring, selling, or attempting to sell or transfer any form of illegal drug as defined here during scheduled class time or while on school business is guilty of misconduct and is subject to discipline up to and including discharge or suspension, and for employees, forfeiture of pay from employment even for the first offense.


Legal Drugs include prescribed drugs and over-the-counter drugs which have been legally obtained and are being used solely for the purpose for which they were prescribed or manufactured.

Illegal Drugs include any drug (a) which is not legally obtainable; (b) which may be legally obtainable but has NOT been legally obtained; (c) which is being used in a manner or for a purpose other than as prescribed.

The following examples are provided as a reference. Other substances may be included within the legal parameters of this category.

Narcotics: opium, heroin, morphine, and synthetic substitutes
Depressants: chloral hydrate, barbiturates, and methaqualone
Stimulants: cocaine, crack cocaine, and amphetamines
Hallucinogens: LSD, mescaline, PCP, peyote, psilocybin, and MDMA
Cannabis: marijuana and hashish

Policy and Work Rules

Illegal drug use and alcohol abuse is prohibited by any student or employee of the school.

The school complies with the Drug-Free Workplace Act of 1988. Any student or employee determined to be in violation of this policy is subject to disciplinary action which may include termination and even prosecution as mandated under local, state, or federal statutes.

Possession of unlawful substances may be punishable as a third-degree felony and may carry a maximum sentence of up to five years in a state correctional facility.

Further legal information can be obtained by calling the Office of the Attorney General. It is a standard of conduct of the school to establish and enforce the programs and rules set forth below.

General Procedures

A student or employee reporting for school or work visibly impaired and unable to properly perform required duties will not be allowed to attend class or work.

If possible, the instructor or employee’s supervisor should first seek another supervisor’s opinion to confirm the individual’s status. The supervisor should then consult privately with the student/employee to determine the cause of the observation, including whether substance abuse has occurred.

If, in the opinion of the supervisor, impairment is determined, the individual should be sent home or to a medical facility by taxi or other safe transportation alternative, accompanied by the supervisor or another student or employee if necessary.

The impaired person should NOT be allowed to drive himself or herself.

Alcohol Abuse

Any student or employee who is under the influence of alcoholic beverages during scheduled class time or while on school business is guilty of misconduct and is subject to disciplinary action, including discharge or suspension without pay from employment, even for the first offense.

A student/employee shall be determined to be under the influence of alcohol if (1) the individual’s normal faculties are impaired due to the consumption of alcohol, or (2) the student/employee has a blood alcohol level of 0.10 percent or higher as determined by the appropriate medical or legal authority.

Failure to submit to required medical or physical examinations or tests is misconduct and is grounds for discharge or suspension without pay from employment.

Additionally, the school will monitor the progress made by the student and employee in programs for which he/she has been referred, including consultation with the campus director or an employee supervisor. Satisfactory compliance with a recommended course of action is a requirement for continued enrollment or employment, and the individual has given his/her consent for such discussion.

Problems requiring extended counseling or in-patient treatment are dealt with through referral to professional treatment facilities.

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