Drug Free Workplace

In October, 1988, Congress passed the Drug Free Workplace Act of 1988 (41 U.S.C. §§ 701 et. seq.). In summary, the Act requires that an institution receiving federal funds:

  • publish a written statement prohibiting unlawful drugs in the workplace and specifying the actions that will be taken for violations of the policy;
  • establish a drug free awareness program;
  • make its employees aware of the Act and the penalties for violation; and
  • make a good faith effort to continue to maintain a drug free workplace. As of March 18, 1989, Research Administration has been certifying on applications that the University is in compliance with the Drug Free Workplace Act.
  • In response to the Drug Free Workplace Act of 1988, Arthur M. Sussman, Vice President for Administration, approved a University substance abuse policy, which appears in the University of Chicago Personnel Policy Guidelines. – September 2003
Certification Regarding Drug-Free Workplace

The University is required to include certifications regarding non-discrimination, Federal debt status, debarment and suspension, and drug-free workplace with all proposals submitted to Federal sponsors. A certification regarding lobbying is required if an award exceeding $100,000 is expected to result from submission of a proposal.

The grantee certifies that it will provide a drug-free workplace by

(1) publishing a statement notifying employees that the unlawful manufacture, distribution, dispensation, possession or use of the controlled substance is prohibited in the grantee’s workplace and specifying the actions that will be taken against employees for violation of such prohibitions;

(2) establishing a drug-free awareness program to inform employees about

  • the dangers of drug abuse in the workplace,
  • the grantee’s policy of maintaining a drug-free workplace,
  • any available drug counseling, rehabilitation, and employee assistance programs, and
  • the penalties that may be imposed on employees for drug abuse violations;

(3) making it a requirement that each employee to be engaged in the performance of the grant be given a copy of the statement required by paragraph (a);

(4) notifying the employee in the statement required by paragraph (a) that, as a condition of employment under the grant, the employee will

  • abide by the terms of the statement and
  • notify the employer of any criminal drug statute conviction for a violation occurring in the workplace not later than five days after such conviction;

(5) notifying the agency within ten days after receiving notice under subparagraph (d)(2) from an employee or otherwise receiving actual notice of such conviction;

(6) taking one of the following actions with respect to any employee who is so convicted:

  • taking appropriate personnel action against such an employee, up to and including termination, or
  • requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal,State, or local health, law enforcement, or other appropriate agency; and

(7) making a good faith effort to continue to maintain a drug-free workplace through implementation of paragraphs (a), (b), (c), (d), (e), and (f)

Authorizing Official of Applicant Institution: Carol Zuiches, Assoc. VP for Research Administration, Director of University Research Administration