Besides the University’s Policy on Drug-Free Schools promulgated under the federal “Drug-Free Schools and Communities Act Amendments of 1989,” Villanova University adopts the following Drug-Free Workplace Policy and Program pursuant to the federal “Drug-Free Workplace Act of 1988.” The full text of the policy under the “Drug-Free Schools and Communities Act of 1989” is distributed annually to all employees.

Drug-Free Workplace Policy

Villanova University prohibits the unlawful manufacture, distribution, dispensation, sale, possession, or use of any drug by its faculty, staff, and student employees (together “Employees”) in its workplace. Each University employee will, as a condition of employment, abide by this policy. In addition, any employee engaged in the performance of a federal grant or contract is required to notify his or her supervisor no later than five (5) days after any conviction under a criminal drug statute for a violation that occurred in the workplace.

Any University employee who violates the prohibitions under this policy or who is convicted under a criminal drug statute for a violation whether occurring in the workplace or outside the workplace will be subject to the University’s disciplinary procedures up to and including dismissal and/or referral for prosecution; if the employee is not discharged under this policy, he/she may be required as a condition of continuing employment to participate to the University’s satisfaction in a drug abuse assistance or rehabilitation program approved by the University.

Drug-Free Workplace Program

A. Villanova University has established a drug-free awareness program to inform faculty, staff, and student employees (together “Employees”) about:

1. The dangers of drug abuse in the workplace, communicated through the provision of educational literature and materials;
2. The University’s policy of maintaining a drug-free workplace, communicated through distribution of this policy and other related statements to all employees;
3. The availability of drug counseling and rehabilitation programs, provided through confidential counseling within the University’s Employee Assistance Program (EAP) known as Lifeworks, at no cost to the employee, or through referrals on an individual basis to the EAP program or other programs by the University’s Associate Vice President of Human Resources or designee;
4. The University’s intention that employment penalties may be imposed upon Employees for violations of the prohibitions concerning involvement with unlawful drugs.

B. Each University Employee will be given a copy of the University’s Drug-Free Workplace Policy.

C. Each employee, as a condition of employment, will abide by the policy. In addition, any employee engaged in the performance of a federal grant or contract will, as a condition of employment, notify his or her supervisor no later than five (5) days after any conviction under a criminal drug statute for a violation that occurred in the workplace. When a supervisor is notified by an employee of such a conviction, he or she shall immediately notify the Associate Vice President of Human Resources and the Director of the Office of Research and Sponsored Projects. The Director of the Office of Research and Sponsored Projects will notify the appropriate federal agency within ten (10) days of receiving notice of such conviction.

D. Any University Employee who violates the University’s policy or who is convicted under a criminal drug statute whether for a violation occurring in the workplace or for a violation occurring outside the workplace will be subject to the University’s disciplinary procedures up to and including dismissal and/or referral for prosecution and/or may be required to participate satisfactorily in a drug abuse assistance or rehabilitation program.

E. The University will make a good faith effort to continue to maintain a drug-free workplace through implementation of this program.

Drug-Free Schools and Workplace