Alcohol and Drug Free Environment

Employees
The YMCA of Greater Dayton is committed to a safe, healthy, and productive work environment for all employees free from the effects of substance abuse. Abuse of alcohol, drugs, and controlled substances impairs employee judgment, resulting in increased safety risks, injuries, and faulty decision-making.
SCOPE
This policy applies to all employees. All employees have been issued upon initiation of this policy or upon hire (whichever is later) a copy of the Association policy, describing in detail under what conditions employees will be tested.

STATEMENT OF POLICY
To ensure a safe and productive work environment the Association prohibits the use, sale, dispensation, manufacture, distribution or possession of alcohol, drugs, controlled substances, or drug paraphernalia on any association premises or worksites. This prohibition includes association owned vehicles, or personal vehicles being used for association business or parked on association property. Additionally, the YMCA may take disciplinary action, including discharge, for the illegal (under federal or state law) off-duty use, sale, dispensation, manufacture, distribution or possession of drugs and controlled substances and the illegal use or distribution of alcohol.

No employee shall report to work or be at work with alcohol or with any detectable amount of prohibited drugs in the employee’s system. (A detectable amount refers to the standards generally used in workplace drug & alcohol testing). At sanctioned YMCA events, where alcohol is served, excessive drinking is not representative of the YMCA’s core values and is considered to be unacceptable behavior according to our code of conduct.

When an employee must take prescription or over-the counter drugs, the employee must ask the medical professional or pharmacist if the drug has any side effects which may impair the employee’s ability to safely or productively perform the employee’s job duties. If there is potential impairment of the employee’s ability to work safely or productively, the employee must report this information to the supervisor or the Human Resources Department upon arrival to work. With input from the employee and, in some cases, medical provider, the YMCA will determine if the employee should work in their regular job, be temporarily assigned to another job or placed off-work.

Illegal use of drugs off duty and off association premises or work sites is not acceptable. It can affect on-the-job performance and the confidence of the public, and our members and participants in the association’s ability to meet its responsibilities.

Any violation of this policy may result in disciplinary action up to and including termination.

The policy is available on pages 28 & 29 of the Employee Handbook.

Volunteers

The YMCA of Greater Dayton is committed to a safe, healthy, and productive work environment for all employees and volunteers free from the effects of substance abuse. Abuse of alcohol, drugs, and controlled substances impairs judgment, resulting in increased safety risks, injuries, and faulty decision-making.

To ensure a safe and productive work environment the Association prohibits the use, sale, dispensation, manufacture, distribution or possession of alcohol, drugs, controlled substances, or drug paraphernalia on any association premises or worksites. This prohibition includes association owned vehicles, or personal vehicles being used for association business or parked on association property. Additionally, the YMCA may take disciplinary action, including discharge, for the illegal (under federal or state law)off-duty use, sale, dispensation, manufacture, distribution or possession of drugs and controlled substances and the illegal use or distribution of alcohol.

No volunteer shall report or be at the YMCA with alcohol or with any detectable amount of prohibited drugs in the volunteer’s system. (A detectable amount refers to the standards generally used in workplace drug & alcohol testing). At sanctioned YMCA events, where alcohol is served, excessive drinking is not representative of the YMCA’s core values.

SEARCH, INSPECTION, AND INVESTIGATION

The YMCA may conduct unannounced inspections for violations of this policy in the workplace, worksites, or company premises. Volunteers are expected to cooperate in any inspection. The VP of Operations and/or the HR Director are to be notified in advance of the need for inspection, searches or investigations. Any substances suspected of being illegal drugs found in or on YMCA property should be carefully preserved in their natural state and condition. Detailed notes should be made describing the articles found, the place and date found and who found them.

The policy is available on page 16 of the Volunteer Handbook.

Index: S8

S8

S8. The organization has mechanisms in place to ensure an alcohol and drug-free environment.


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