Employee / Labor Relations

Drug-Free Workplace

Drug-Free Workplace Policy

The university's Drug-Free Workplace policy (#0-610) prohibits the unlawful manufacture, distribution, possession, or use of alcohol or controlled substances by employees on university property or in connection with any of its activities. No employee should be at work while under the influence of illegal drugs or alcohol. An employee determined to have violated this policy shall be subject to disciplinary action and/or will be required to satisfactorily participate in a drug abuse assistance or rehabilitation program.

An employee must notify the dean, director, or supervisor of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) calendar days after such conviction.

Applicants, including those applying for Faculty, Administration, Staff, and Temporary jobs, who have been convicted in Florida during or since October 1990 of a drug-related felony are disqualified from becoming employed at the university unless proof of completion of all sentences of imprisonment or supervision/probation sanctions imposed by the court, by the Parole Commission, or by law has been provided.

The University of South Florida’s Employee Assistance Program (EAP) is a free and confidential service program designed to assist employees with personal, family, or workplace concerns and/or issues. Employees and eligible dependents can speak to a trained, caring professional by calling 1-800-327-8705 or by visiting their website, www.magellanascend.com. For issues involving alcohol and/or drug abuse, the EAP provides assessment and referral to external service providers.

CDL Alcohol & Drug Testing 

The Federal Omnibus Transportation Employee Testing Act of 1991 requires testing for alcohol and prohibited controlled substances (i.e., amphetamines, cannabinoids [marijuana], cocaine, opiates, and/or phencyclidine [PCP]), hereafter referred to as "drugs," for employees who must maintain a commercial driver's license (CDL) as a condition of employment. Types of testing include pre-employment (drugs only), random, reasonable suspicion, and post-accident.

Human Resources is responsible for implementing the university's Alcohol & Drug Testing policy (#0-611) by administering the Alcohol & Drug Testing program, which includes information on prohibitions prescribed by law, notice and education/training requirements, and the testing process and procedures.

Compliance with applicable collective bargaining agreement provisions is required.

Forms, Procedures & Resources