Employee Anti-Drug and Alcohol Abuse Policy


All employees

Policy Statement

Syracuse University prohibits:

  • The unlawful manufacture, distribution, sale, purchase, possession, or use of any drugs or controlled substances by its employees on its owned, operated, or controlled property or any other location.
  • Possession of drug paraphernalia.
  • The unlawful service, distribution, sale, possession, consumption, or other unlawful use of alcoholic beverages.
  • Unlawful behaviors involving alcohol, drugs or controlled substances including, but not limited to, underage drinking; public intoxication which impacts the University; driving under the influence of alcohol or drugs; and manufacturing, distributing, and using false identification.
  • Purchase and distribution of medication, including but not limited to over-the-counter pain relievers contained in first aid kits, except for authorized University medical care units.

Any full-time, part-time, temporary or contracted employee who operates a Syracuse University owned, leased or rented commercial motor vehicle and who is required by law to have a commercial driver’s license (CDL) to perform his/her job duties must comply with the Syracuse University Drug and Alcohol Testing Policy. The University’s drug and alcohol testing policy for CDL drivers complies with the Federal Department of Transportation Employee Testing Act.

Alcoholic beverages may be served on University owned, operated, or controlled property or at University-sponsored events only in specifically licensed locations and private University residential units of persons of legal drinking age, provided the host is present and follows University policy. University funds may be used to purchase alcoholic beverages where lawful and in accordance with other applicable University policies. With the exception of events held at the Carrier Dome, Syracuse Stage, Drumlins, and the Inn Complete, etc., or as otherwise authorized by University policy, all on-campus events held on University owned, operated, or controlled property where alcoholic beverages are sold or served must be catered by Campus Catering in accordance with its Catering Alcohol Policy, or another licensed University service provider.

Employees who violate this policy will be subject to appropriate disciplinary action, which may include counseling, mandatory participation in an appropriate rehabilitation program, a warning, placement on strict probation, unpaid suspension from employment, termination of employment and/or referral to the proper law enforcement authorities for prosecution. All disciplinary procedures and appeals presently applicable to employees will continue to be available for violations of this policy.

Drug-Free Workplace Act of 1988

Because Syracuse University is a federal grant recipient and/or a federal contractor within the meaning of the Drug-Free Workplace Act of 1988, it is required to take steps toward maintaining a drug-free workplace. University policy is as follows:

  1. The University prohibits employees to engage in the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances in the workplace. Any employee engaged in such prohibited conduct, or convicted of a crime involving a workplace drug violation, will be subject to discipline, up to and including discharge. The University will weigh all relevant facts and circumstances in reaching a decision to discipline. Without regard to, and independent of its decision to impose discipline, the University retains the right to require that a covered employee who engages in prohibited conduct participate in, and successfully complete, a drug abuse assistance or rehabilitation program. In addition, as a condition of continued employment under a federal contract or federal grant, covered employees must report to the University Office of Human Resources within five days of any criminal conviction for a workplace drug violation. The term “conviction” means a finding of guilt (including a plea of nolo contendere) or imposition of sentence, or both, by any judicial body charged with responsibility to determine violations of State or Federal criminal drug statutes.
  2. Nothing contained in this policy statement concerning employees will be construed to limit, or in any way restrict, the University’s treatment of drug-related incidents involving any of its employees.
  3. The University will establish a drug-free awareness program to inform employees about the dangers of drug abuse in the workplace and to review the University’s commitment to maintenance of a drug-free workplace within the meaning of the Act, as well as the penalties that may be imposed on employees for drug abuse violations. In addition, the drug-free awareness program will apprise employees of the availability of drug and alcohol rehabilitation counseling through Syracuse University’s Faculty and Staff Assistance Program (FSAP)”, and will review with covered employees relevant services available through the program.
  4. Employees will be provided with a copy of this policy statement and will be required to acknowledge receipt of this policy in writing.

In addition, the University maintains a policy on Alcohol, Other Drugs and Tobacco. That policy, as may be amended from time to time, and this policy shall govern conduct in the area of drugs and alcohol. The University’s policies meet the requirements of the Drug-Free Schools and Communities Act, as amended.

Policy Administration

Links to Procedures and Related Information

Date: 1988/89
Amended: June 30, 2004