The manufacture, distribution, dispensation, sale, possession, and/or use of alcohol, drugs, controlled substances, banned substances, and/or illegal substances is prohibited on college premises or as a part of any of its activities. Equally, being under the influence or intoxicated on alcohol, drugs, controlled substances, and/or illegal substances is prohibited on college premises or as part of any of its activities. Alcohol means any beverage containing at least one-half of one percent (.05%) alcohol by volume, including malt beverages, unfortified wine, fortified wine, spirituous liquors and mixed beverages. Controlled substance means any substance listed in Article V, Chapter 90 of the North Carolina General Statutes. Generally, this term refers to drugs whose manufacture, use, or possession is controlled by government and includes, but is not limited to narcotics, hallucinogens, stimulants, depressants, anesthetics, opioids, and steroids. This term also includes any drugs that are illegal under federal, state, or local laws and legal drugs that have been obtained illegally or without a prescription by a licensed healthcare provider or are not intended for human consumption. Banned substances include all smokeless tobacco products (chews, dips, snuff, snus, dissolvable products); energy dips/flavored dips; nicotine water and nicotine gel; hookahs and hookah products; all vaping products (vaporizers, electronic cigarettes, cigars, pipes, pens, flavored cartridges), and any other items containing or reasonably resembling tobacco or tobacco products. Further, WCC faculty and staff have the right to ban any substance or any smoking/inhalation device, whether legal or illegal, whether characterized as a tobacco product or not, that can potentially create a biohazard for other employees and students on campus. The college maintains a separate Tobacco-Free College Policy (Policy 2.2.1) for further reference.
An employee who violates any of these prohibited acts is subject to disciplinary actions such as, but not limited to, a counseling assessment, required treatment, probation, suspension, or dismissal from the college. An exception to the alcohol possession and use provision may be made by the president in accordance with local, state, and federal laws in specific circumstances and designated areas.
It is the responsibility of each employee to comply with all provisions of the Drug and Alcohol Policy while participating in college-sponsored events, athletics, student activities, and instructional activities. The scope of the policy includes all WCC campuses and centers, off-campus instructional sites, clinical sites, athletic fields, and college-sponsored transportation (including but not limited to WCC vehicles, rented/chartered vans/buses and any other property that is owned, leased, or controlled by WCC). Employees will not report to or remain at the campus or any campus worksites when unable to adequately perform their duties because of the effect of any alcoholic beverage, controlled substances, and/or drugs whether illegal, prescribed, or over-the-counter.
Any employee found in violation of this policy will be subject to disciplinary action, including suspension, termination, or dismissal, at the discretion of the president. Administrative response to such situations will be in accordance with the requirements and other procedures established in support of this policy:
- any employee determined to be involved in the unlawful manufacture, distribution, dispensing, and/or selling of alcoholic beverages, illegal drugs, and/or controlled substances on the college premises or any college worksite will be terminated
- Any employee determined to be in possession of alcohol or illegal drugs on the college premises or any college worksite will receive one written warning unless the offense is so serious that the president determines that it is cause for suspension, demotion, or dismissal. A second offense will be grounds for dismissal.
- Any employee determined to be using or impaired by alcohol on the college premises or any college worksite will receive a written warning unless the offense is so serious that the president determines that it is cause for suspension, demotion, or dismissal and will be referred for counseling assistance. If the employee fails to receive counseling or fails to participate in recommended action, he/she may be dismissed. A second offense will be grounds for dismissal.
- Any employee determined to be using and/or impaired by an illegal drug or controlled substance on the college premises or any college worksite will be subject to drug screening tests. Such determination will be based on reasonable suspicion and such tests will be authorized only by the president/designee. The employee will be suspended with pay pending the outcome of the test results. The employee will have the right to request a backup test. The employee will bear the cost of such backup testing. If test results are positive, the employee will be given one written warning and will be referred for counseling assistance. If the employee fails to receive counseling assistance and/or fails to participate in recommended action, he/she may be dismissed. Refusal to submit to such test will result in disciplinary actions, which may include dismissal. A second offense will be grounds for dismissal. Any employee who intentionally tampers with a sample provided for drug screening, violates a chain-of-custody or identification procedures, or falsifies a test result will be subject to dismissal.
The college will report illegal drug and/or alcoholic use activity defined by this policy to the appropriate law enforcement authority.
Any employee convicted of any criminal drug and/or alcoholic beverage law, statute, or regulation occurring on college premises or any college worksite will notify the president/designee no later than (5) five calendar days after such conviction. Failure to report such information will be grounds for automatic dismissal. When required by federal law, the college administration will notify the appropriate federal agency of such a conviction within (10) ten days of college notification.
All employees, as a condition of employment, will be required, upon the request of the president/designee, based on reasonable suspicion of a violation of this policy, to submit to the following: searches of college and personal vehicles brought on or parked on college premises or any college worksite; reasonable searches of all clothing, packages, purses, briefcases, tool boxes, lunch boxes, or other containers on college premises or any college worksite; searches of desks, file cabinets, lockers, or other office or shop equipment in or on college premises or any college worksite. Failure to comply with such a request as part of an administrative investigation will be deemed grounds for disciplinary actions, which may include dismissal.
If the employee has reason to believe that an error was made, an appeal may be made utilizing the due process policy set forth in Section 2 of the policy manual.