Campus Assistance Program
Drug-Free Workplace and Campus
Alcohol and Substance Abuse Awareness
Revised: September 1, 2017
As a recipient of federal funds, LSUHSC-NO must certify under the
Drug-Free School and Communities Act of 1989 and the Drug-Free
Workplace Act of 1988 that it will take certain steps to provide a
Drug-Free Workplace (DFWP). Failure to comply can result in the loss of
all federal funding.
Objectives of Training
At the end of the training, you will understand:
- That LSUHSC-NO is a Drug-Free Workplace
- The requirements of LSUHSC-NO’s Substance Abuse policies
- Impact of substance abuse in the workplace
- Health risks associated with substance abuse
- Sign and symptoms of substance abuse
- What types of assistance are available
- Penalties for drug abuse violations
- Specific drugs of abuse
What is a Drug-Free Workplace?
A site for the performance of work at which LSU employees and
students are prohibited from engaging in the unlawful manufacture,
distribution, dispensation, possession, or use of a controlled
substance or alcohol. The workplaces includes:
- Any location on University property
- Any location from which an individual conducts University
business while such business is being conducted
The main focus of LSU’s DFWP policy is SAFETY.
All faculty, staff, residents, students and contractual employees of
LSUHSC-NO whether paid, unpaid, or gratis are required to follow this
LSU’s Drug-Free Workplace Exists To:
- Protect the health and safety of all employees, students,
patients, and the public.
- Safeguard employer/student assets from theft and destruction.
- Maintain product quality and University integrity and reputation.
- Comply with all local, state and federal laws and regulations.
- Provide a safe, productive, and healthy environment that is
consistent with delivering the highest quality services to patients.
LSU Has Responsibilities
Under federal and state laws and regulations, LSU has the following
- Provide a Drug-Free workplace (DFWP).
- Implement a Drug-Awareness
- Raise employee and student awareness about the dangers of drugs
- Identify available employee/student resources at LSUHSC-NO.
- Implement a Drug Testing program.
- Prohibit the unlawful manufacture, distribution, dispensation,
possession or use of a controlled substance in the workplace.
- Safeguard the workplace from consequences of alcohol and drug use
by providing awareness training on an annual basis to all faculty,
staff and students.
Everyone Must Comply with All University Policies and Procedures
Initial employment/enrollment and continued employment/enrollment
is contingent upon a willingness to comply with the following substance
Employee and Student Responsibilities
- You should not use, possess, sell, manufacture, or distribute
illegal drugs while at work, on call, on duty, at school, or engaged in
LSUHSC-NO campus business on or off LSUHSC-NO premises.
- You should not be under the influence of alcohol while at work,
on call, on duty, at school, or engaged in LSUHSC-NO campus business on or
off LSUHSC-NO premises.
- You should not use, possess, sell, or distribute prescription
drugs in violation of the way the medication is prescribed while at
work, on call, on duty, at school, or engaged in LSUHSC-NO campus
business on or off LSUHSC-NO premises.
- Comply with all local, state and federal drug laws and
- Abide by and comply with all of the LSUHSC-NO substance abuse
- Notify LSUHSC-NO Human Resource Management within five (5)
calendar days, if convicted of a criminal drug violation in the
workplace or school environment.
- Report to work/school in a fit and safe condition.
- Recognize the signs and symptoms of substance abuse and report
suspicious behavior to the appropriate personnel.
- Be aware of the self-referral procedures.
- Cooperate with any and all investigations.
Benefits of a Drug-Free Workplace
- Higher quality employee/student applicants
- Safer workplace/campus
- Improved community image
- Better overall job performance
- Improved employee/student morale
- Reduced liability
- Reduced medical and insurance costs
Alcohol and Drug Abuse
LSUHSC-NO recognizes alcohol and drug abuse and dependency is a
national social and health problem with devastating consequences, and
is concerned about the adverse effects of substance abuse on employee
job performance, student academic performance, health, safety, and
Substance Abuse Impacts the Workplace
Department of Labor reports more than 70% of illegal drug users
are employed. That means an estimated 9.4 million workers are illegal
According to results of a National Institute on Drug Abuse (NIDA)
sponsored survey, drug using employees are 2.2 times more likely to
request early dismissal or time off, 2.5 times more likely to have
absences of eight days or more, 3 times more likely to be late for
work, 3.6 times more likely to be involved in a workplace accident, and
5 times more likely to file a Workers’ Compensation claim.
According to the National Institute of Health (NIH), the annual
cost of alcoholism and drug addiction to U.S. businesses is
approximately $120 billion, which is more than the productivity loss
due to heart disease, diabetes and stroke combined.
Drug users also had far higher job turnover rates with 12.3
percent reporting they had worked for three or more employers in the
past year, compared with 5.1 percent of non-abusing workers.
Substance Abuse Has Medical Consequences
- Heart Disease
- Cirrhosis of the liver
- Fetal alcohol syndrome
- Certain types of cancers
- Kidney damage
- Disruption of normal heart rhythm
- Small lesions of the heart
- High blood pressure
- Leaks of blood vessels in the brain
- Permanent memory loss
- Immune system impairment
- Crosses all demographic, geographic, and labor management
- Negatively impacts safety, productivity, and quality of work.
- “After effects” impact job performance.
- Leads to absenteeism, illness, and reduced productivity.
- Leads to behavioral health and social problems that are perhaps
the most common manifestations of alcohol and substance abuse and can
lead faculty, staff, residents and students to be markedly impaired in
their work performance.
- Causes preoccupation with obtaining and using substances
while at work, interfering with attention and concentration.
- Causes psychological or stress related effects due to
substance abuse by a family member, friend, or co-worker that impacts
another person’s job performance.
- Causes health and safety risks.
Know the Signs & Symptoms
- Slow reaction time
- Impaired coordination
- Slow or slurred speech
- Excessive talking/laughter
- Inability to make decisions
- Weight Loss
- Smell of Alcohol
- Bloodshot eyes
- Body Tremors
- Dilated pupils
- Droopy eyes
What Should Be Reported
- Observable behavior, emotional or physical symptoms.
- A pattern of abnormal or erratic behavior.
- Arrest or conviction of a drug-related offense.
- Being identified as the subject of a criminal investigation
- Reliable information from independent sources.
- Evidence of drug tampering or misappropriation.
- Post accident when accompanied by individualized suspicion that
the individual may be under the influence of alcohol or drug.
Who Should You Report To?
All faculty, staff, residents, students, or other LSUHSC-NO workers
who observe an individual who is believed to be impaired or is
displaying behavior deemed unsafe at work/school are required to report
the observation(s) to their supervisor/instructor for appropriate action.
When Does LSUHSC-NO Drug Test?
- When reasonable suspicion exists
- Following an accident that:
- Leads to reasonable suspicion
- Results in the release of a hazardous waste or material
- Loss of or damage to LSUHSC-NO equipment or property
- Randomly as part of a rehabilitation monitoring program
- Pre-employment for both employees/appointees
- Randomly for all employees in a safety/security sensitive
- Prior to promotion/reassignment to a safety/security sensitive
- Opiates (Narcotics)
- Phencyclidines (PCP)
- Reasonable suspicion and monitoring testing can target other
specific drugs of concern or choice
Prescription and Over-the-Counter Drugs
- Controlled or Illegal Drug - includes narcotics, hallucinogens,
depressants, stimulants, look-alike drugs, or other substances which
can affect or hamper the senses, emotions, reflexes, judgment, or other
physical or mental activities. Included are controlled medications or
substances not prescribed for current personal treatment by a licensed
health practitioner in a medical setting to address a specific
physical, emotional, or mental condition.
- Legally Prescribed Medication - includes drugs prescribed by a
licensed practitioner and over-the-counter drugs, which have been
legally obtained and are being used in the appropriate amount solely by
the individual and for the purpose for which the medication was
prescribed or manufactured.
- An individual must report their medical status to his supervisor
and obtain a Medical Release Fitness for Employment/Enrollment Form if:
Prescribed medication(s) that could be expected to impair ability to
perform their work/school duties in a safe manner.
- NEVER operate heavy machinery or vehicles when taking prescribed
or over-the-counter medication with a warning on the label that
drowsiness may result.
- NOT feeling drowsy does NOT mean one is unimpaired!!!
- Sedation effects from drugs can last from 20 minutes to 4 hours
or more (depending on the drug and the individual’s sensitivity and
All drug testing will be kept confidential pursuant to LA R.S.
However, the information may be released to an individual’s
immediate supervisor, Human Resources, the appropriate Administrative
Body or their designee, the administrator(s) of organizations that
provide personnel to LSUHSC-NO, the individual’s professional impaired
committee (if applicable), and appropriate agencies (when required).
Consequences of a Positive Test Result
Employees - LSUHSC-NO may, but is NOT
required to allow an employee to undergo rehabilitation without
termination. However,refusal to submit to an alcohol or drug test or
tampering with the testing process will result in disciplinary action
up to and including suspension/termination.
Employees/Appointees - Shall be cause
for elimination from consideration for employment or
Campus Assistance Programs
Provide “outside” professional assistance to employees and students
who may benefit from assistance regarding:
- Substance abuse
- Family problems
- Emotional problems
- Financial problems
- Other problems affecting job performance
- LSUHSC-NO encourages faculty, staff, residents and students to
- An individual may obtain assistance on their own or may obtain
assistance through the LSUHSC – NO Campus Assistance Program (CAP).
- Self-referral is when the individual seeks help on their own
without urging by Administration and prior to being confronted about
performance or behavior issues.
Alcohol and Drug Abuse Assistance
- LSUHSC-NO recognizes that alcoholism and drug abuse are illnesses
or diseases that can be treated.
- LSUHSC-NO’s Campus Assistance Program (CAP) is a free,
confidential counseling service provided to help its employees,
residents and students resolve any alcohol or substance abuse problem
they may have. Counseling services include a free assessment,
short-term counseling (1-3 sessions), and referral when needed.
Violations Can Result in Penalties
Sanctions - types of disciplinary actions imposed for a
violation of the Standards of Conduct include, but are not limited to:
- Referral to CAP as a condition of continued employment or
enrollment in the University
- Reduction in pay
- Expulsion from academic program
- Referral for prosecution by civil authorities in accordance with
local, state and federal law
Louisiana Penalties and Sanctions:
Federal Penalties and Sanctions:
Listed here are resources available to employees,
student, residents and faculty that can either provide substance abuse
treatment or can assist individuals in finding treatment for their
substance use problem.
Any Questions? We Are Here to Help!
Campus Assistance Program
1542 Tulane Avenue
New Orleans, LA 70112
Phone: (504) 568-8888
Office of Compliance Programs
433 Bolivar St.
New Orleans, LA 70112
Phone: (504) 568-5135