Student and Employee Drug and Alcohol Conduct Policies

Student Conduct Code

University Policy #11.2 is the Student Code of Conduct. Section V.B.10 of the Student Code governs student behavior on campus. The Student Code specifically prohibits the "possession, manufacture, sale, use, consumption or delivery of alcoholic beverages or controlled substances, or paraphernalia associated with the use of alcohol or other controlled substances..." (Policy #11.2, section V.B.10.a)

The Student Code states that "Use or possession of alcoholic beverages or controlled substances by students off campus is governed and controlled by the laws of the state and/or local law enforcement agencies." The code also states that "SUU will cooperate with state and/or local law enforcement agencies...to counteract known violations of University policy and state and local laws by students or groups associated with the University." (Policy #11.2, section V.B.10.b)

Violation of the Student Code may result in one or more of the following sanctions:

• Warning
• Educational Experiences
• Monetary Fine
• Community Service
• Restitution
• Formal and/or Public Apology
• Parental Notification
• Disciplinary Probation
• Social Suspension
• Disciplinary Suspension
• Disciplinary Dismissal
• Removal from Housing
• Loss of Privilege to Represent the University

The Student Conduct Administrator, Student Conduct Officer, and the University Appeals Board (UAB) may impose any one, or a combination of, the following sanctions commensurate with the gravity of the Non-Academic Misconduct and the conduct history of the accused student or organization. (Policy #11.2, section VII.B.2.H). The matrix below represents examples of actions that could be or are typically taken with students who violate the Student Code regarding alcohol and drug use on campus. Local, state, and federal laws may also apply to alcohol and drug violations.

Faculty and Staff Policy and Discipline

University Policy #5.9 is the University’s Drug-Free Workplace policy. This Policy’s purpose and scope are:

Purpose: To provide a policy for the maintenance of Southern Utah University’s commitment to a drug and alcohol free workplace that is in compliance with appropriate state and federal statutes.

(Policy #5.9, section I)

Scope of Policy:

1. This policy applies to all employees of Southern Utah University including faculty, officers of administration, staff, full-time, part-time, temporary, and student employees.
2. All present and/or future employees covered under this policy agree to perform under the terms and conditions of this policy, as a condition of employment with the University
3. A copy of this policy will be distributed to current employees at the time of initial approval and to all newly hired employees thereafter.

(Policy #5.9, section III)

University Policy #5.9, section VI.F outlines the sanctions and procedures for imposing discipline for violations of the University’s Drug Free Workplace policy. Progressive sanctions will be imposed under the discipline policies of the University found in the Faculty Policies (#6.1 Faculty Evaluation, Promotion, and Tenure, #6.6 Academic Freedom, #6.28 Faculty Professional Responsibility) or the Personnel Policies and Procedures for Non-academic staff (#8.3.5 Termination of non-academic staff employees and disciplinary sanctions).

Any employee of the University who violates the Drug-Free Workplace policy may be required to participate in a drug or alcohol abuse assistance or rehabilitation program approved by the Director of Human Resources in accordance with Federal Law.

Policy 5.9, Section VI.F states:

The University may impose disciplinary sanctions upon any employee who is determined to have violated this policy. Progressive sanctions will be imposed under the discipline policies of the University found in the Faculty Policies or the Personnel Policies and Procedures for Non-academic staff, as applicable. Depending on the frequency and seriousness of the offense, additional sanctions may be imposed as follows:

1. Satisfactory participation in an alcohol, drug, or substance abuse assistance or rehabilitation program. This step will be mandatory for second-time offenders of any violation of this policy or any first-time offender who is convicted in a court of law of a workplace offense, unless the offense is deemed serious enough to result in termination.
2. A mandatory requirement that an employee who is convicted in a court of law for a workplace violation of this policy provides notification of the conviction to the University Human Resources Office within five (5) days of the conviction. Failure to do so could result in immediate termination.
3. The University must impose sanctions on an employee convicted of a workplace violation within 30 days of the conviction. The minimum sanctions that will be imposed upon an employee convicted of a violation include participation in an education/rehabilitation program as outlined in above and mandatory probation for at least 90 days with weekly supervisory reviews. The University reserves the right to terminate any employee convicted of a workplace offense if it is deemed to be in the best interest of the University to do so and is consistent with the Institution's policies referenced in Section IV. All convictions resulting from buying, selling, transferring or trafficking controlled substances in the workplace will be cause for mandatory termination.