Drug Free University
- Interim Vice President, Office of Human Resources
- Interim Vice President, Office of Human Resources
- Lorie Humphrey
The University is committed to providing a healthy learning and working environment for all students and employees and strives to meet this commitment through prevention and awareness programs. Alcohol abuse and illegal drug use endangers the health and safety of all students and employees.
Students, faculty, and staff are prohibited from engaging in:
- the illegal possession, use, or distribution of alcohol, drugs, and drug paraphernalia on all University premises, in University-supplied vehicles, and as part of University activities and business; and
- the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance on all University premises, in University-supplied vehicles, and as part of University activities and business.
University students, employees, and others who conduct research and teaching activities with controlled substance must comply with Administrative Policy: Using Controlled Substances for Research in order to ensure that they follow all applicable regulations and safely handle and prevent diversion of controlled substances.
University community members are expected to refer suspected illegal situations to University police or local law enforcement agencies for criminal investigation leading to possible prosecution.
Education and Treatment Programs
The University demonstrates its commitment to maintaining appropriate campus environments by offering a variety of drug and alcohol abuse prevention and education services for students and employees, including: confidential diagnosis and assessment, short-term counseling, referral, and support groups
Supervisors who are concerned that employees may have alcohol or drug-related problems should consult with the Employee Assistance Programs. Disciplinary sanctions will not be taken against students for seeking assistance from student health services or against employees for seeking assistance from the Employee Assistance Programs.
Each campus is expected to provide information to students, faculty, and staff regarding available educational and treatment programs and related services.
Risks and Sanctions
To make informed choices about drug and alcohol use, students and employees should educate themselves about the serious health consequences of the use, misuse, and abuse of alcohol and other drugs as described in the Drug and Alcohol Health Risks Chart.
Students and employees also should be aware that they may be subject to criminal prosecution under federal, state, and local laws that specify fines or imprisonment or loss of federal financial student aid for conviction of alcohol and drug-related offenses as described in the Drug and Alcohol Legal Sanctions Chart. These legal sanctions are in addition to disciplinary sanctions by the University.
Students – Disciplinary Sanctions
Students who violate the prohibitions in this policy are subject to discipline as described in Board of Regents Policy: Student Conduct Code: warning; probation; required compliance; confiscation of goods; restitution; restriction of privileges; University housing suspension or expulsion; suspension or expulsion; withholding of diploma or degree; and revocation of admission or degree.
Employees – Disciplinary Sanctions
Employees who violate the prohibitions in this policy are subject to discipline ranging from an oral warning, written warning, or unpaid suspension up to termination consistent with policies, rules, and contracts governing the terms and conditions of their employment. Supervisors also may require an employee provide documentation of satisfactory participation in an alcohol or drug abuse assistance or rehabilitation program.
Employees who are convicted of any criminal drug statute violation in the workplace must report it to a supervisor within five days of the conviction. Supervisors, department heads, and principal investigators who are aware of any drug crime convictions of individuals (students or employees) who work on sponsored projects for violations that occurred in the workplace must report them to the Office of the Associate Vice President for Sponsored Projects Administration (SPA) within three calendar days of their notice of the conviction.
Medical Amnesty To ensure that minors at medical risk as a result of alcohol intoxication receive prompt and appropriate medical attention, Minnesota law provides immunity from prosecution for minors under certain circumstances. Refer to Minnesota Statutes 340A.503 subd. 8 for further details.
The University of Minnesota maintains the discretion to refer these individual(s) for appropriate educational intervention(s).
Reason for Policy
This policy implements the Drug-Free Schools and Communities Act (as articulated in the Education Department General Administrative Regulations, 34 C.F.R. Part 86), the Drug-Free Workplace Act of 1988 (41 U.S.C. 701), and Minnesota Statutes 340A.503 subd.8. The policy also supports Board of Regents Policies: Student Conduct Code, Code of Conduct, and Health and Safety. The University, in partnership with its students and employees, strives to prevent the illegal use of alcohol and other drugs on our campuses. This policy provides guidance for responsible behavior related to drugs and alcohol use and information regarding available resources.
|Primary Contact(s)||Lorie Humphreyemail@example.com|
Educational and Treatment Programs
Students seeking professional help for a drug- and/or alcohol-abuse problem can contact:
|Crookston||24-hour Northwestern Mental Health Center Crisis Line||1-800-282-5005||218-281-6261 (Fax)
|UMC Counseling Services||218-281-8585||218-281-8584 (Fax)|
|Northwestern Mental Health Center||218-281-3940||http://www.nwmhc.org|
|Duluth||UMD Health Servicesfirstname.lastname@example.org|
|Morris||UMM Health Serviceemail@example.com|
Health and Wellness Advocate
|Twin Cities||Boynton Health Servicefirstname.lastname@example.org|
Faculty and Staff seeking professional help for a drug- and/or alcohol-abuse problem can contact the Employee Assistance Program (EAP), EAP services are provided by:
|All Campuses||The Sand Creek Group, Ltdemail@example.com
There are no definitions associated with this policy.
- Ensure that new faculty and staff members receive information about this policy if they do not attend new faculty or new employee orientation. Refer to the University Police or local legal enforcement agencies when illegal activities are suspected. Ensure that supervisors, department heads, and principal investigators timely report criminal drug statute convictions in the workplace to the Office of the Associate Vice President for Sponsored Projects Administration (SPA) where the convicted individual worked or works on sponsored research. Investigate and address situations where students and employees are suspected of violating this policy, including imposing appropriate sanctions.
- Office of Human Resources
- Ensure new staff members receive information on this policy through new employee orientation. Assist departments/units in investigating and addressing situations where employees are suspected of violating this policy. Together with the Office of the Senior Vice President for Academic Affairs and Provost, ensure annual communication about this policy and related information to students and employees. Oversee and document a biennial review of the University’s drug and alcohol prevention programs as required by the U.S. Department of Education.
- Office of the Senior Vice President for Academic Affairs and Provost
- Ensure new faculty members receive information on this policy through new faculty orientation. Together with the Office of Human Resources, annually communicate about this policy and related information to students and employees.
- Office of Sponsored Projects Administration
- Take any necessary action upon receipt of reports regarding criminal drug convictions in the workplace, such as timely notification to the sponsoring agency.
- Provide and communicate about programs that address alcohol and drug abuse. Complete a biennial review of the campus drug and alcohol prevention programs and provide documentation for the institutional report required by the U.S. Department of Education.
- Board of Regents Policy: Alcoholic Beverages on Campus
- Board of Regents Policy: Code of Conduct
- Board of Regents Policy: Health and Safety
- Board of Regents Policy: Student Conduct Code
- Administrative Policy: Hospitality, Alcoholic Beverages and Other Special Expenses
- Administrative Policy: Tailgating on Football Game Days: Twin Cities
- Administrative Policy: Using Controlled Substances for Research
- Minnesota Statutes 340A.503 subd.8
- September 2016 - Comprehensive Review, Minor Revision. Reflects a change in the state law which grants immunity from prosecution, for minors under certain circumstances.
- March 2012: Comprehensive Review – changed policy owner to Vice President, Human Resources; better aligned prohibited action language with federal laws; further described “campus” and “workplace” in prohibited actions; added prevention program overview; better incorporated and expanded information on health risks and civil and criminal sanctions; referenced and, where appropriate, incorporated related University policies and procedures regarding drugs and alcohol; specifically articulated University sanctions for students and employees in compliance with federal laws; added Reason for Policy section; updated Contact Information (including adding Rochester campus); added Responsibilities section
- September 2008: Updated Contact Information.
- March 2005: Updated Duluth EAP information.
- September 2004. Updated Duluth phone numbers in Educational and Treatment Programs section.
- October 2003. Updated Educational and Treatment Programs section.
- November 2002. Updated links.
- November 2001. Updated phone numbers in Educational and Treatment Programs section.
- December 2000. Added information about resources available to students.
- December 1999. Changed SANCTIONS section to show Associate VP and changed name of ORTTA to SPA, changed Morris contact name and phone number.
- December 1998. Clarified language in sanctions section, and added links to state law and health risks information.
- September 1998. Updated Employee Assistance Program Contacts.
- Previous versions:
- 1995, 1997
- September 1995