Philadelphia College of Osteopathic Medicine recognizes that Alcohol and Drugs continue
to be among the Nation's leading illnesses and a major contributor to impaired job
performance morale, institutional accidents, and absenteeism.
Management is responsible to ensure that procedures be followed which assure individuals
with substance abuse difficulties that their job security or promotional opportunities
are not jeopardized by request and/or referral for diagnosis or treatment.
When an individual's work performance or attendance is unsatisfactory, and the employee
is unwilling or unable to correct the situation either alone or with managerial assistance,
this will be used as an indicator there may be some cause outside the realm of the
job which may be the basis of the poor job performance.
Prohibition against unlawful presence of controlled substances in the workplace
The unlawful manufacture, distribution, dispensing, possession, or use of a controlled
substance on PCOM premises, or while engaged in PCOM activities is strictly prohibited,
and will result in immediate termination.
Prohibition against the unauthorized presence of alcoholic beverages
The unauthorized or unlawful manufacture, distribution, dispensing, possession, or
consumption of alcoholic beverages on PCOM premises, or while engaged in PCOM activities
is strictly prohibited, and will result in immediate termination.
Prohibition against working or reporting to work under the influence of legal drugs
which affect safety or performance
Except as provided below, use or being under the influence of any legal drug by an
employee while on PCOM premises or while engaged in PCOM activities is prohibited
to the extent such use or influence may affect the safety of the employee, co-workers,
or members of the public, job performance, or the safe or efficient operation of PCOM.
It shall not be a violation of this policy if a person can prove that his or her use
of a controlled substance (except for methadone) was prescribed by a licensed medical
practitioner who is familiar with the medical history and assigned duties.
The Occupational Health Service (OHS)/Worknet physician may provide an opportunity
to discuss a positive test result and clarify if a prescribed medication is involved.
The supervisor's responsibility is to identify persistent work performance or attendance
difficulties whether they are continuous or intermittent. The supervisor shall not
render diagnosis or cause of such performance difficulties, but shall refer to Human
Resources when it is apparent that normal supervision hasn't resolved the performance
or attendance concern. Human Resources will refer to OHS (WorkNet).
The employee must share in the responsibility to comply with the referral for diagnosis
and prescribed treatment. When an employee refuses to accept diagnosis and treatment
or fails to respond to treatment, it shall be recommended that the employee be handled
in the same manner as any other illness is handled when the results of such referral
or failures continue to adversely affect job performance or attendance.
This policy incorporates provisions of a drug and alcohol free workplace and academic