Alcohol & Drug Use Policy
Carolinas HealthCare System - Blue Ridge is committed to an environment that is safe and healthy for patients, residents, Phifer Wellness Center members, care team members, physicians, visitors and others. The unlawful or unauthorized use, possession, concealment, manufacture or sale of controlled substances by any care team member is inconsistent with this commitment and with BRHC’s values, standards of behavior, mission, vision, the expectations of our customers and the laws of the land. Such behaviors subject everyone in the system to unacceptable risks and compromise BRHC’s ability to operate safely, effectively and efficiently. BRHC is, therefore, committed to maintaining a workplace where care team members are free from impairment caused by drugs and alcohol whether on the job or in any BRHC facility, vehicles or on the grounds.
Carolinas HealthCare System - Blue Ridge shall be a drug and alcohol-free workplace, prohibiting the unlawful or unauthorized possession, use, manufacture, distribution or dispensing of alcohol, illegal drugs, controlled substances or other substances that adversely affect the performance of duties by care team members.
- To enhance the safety of patients, residents, Phifer Wellness Center members, care team members, physicians, visitors and others.
- To support the delivery of quality care and excellent service in a responsible, professional, efficient and effective manner.
- To comply with local, state and federal laws and the requirements of accrediting and regulatory bodies.
- To provide for scheduled and random drug and alcohol testing of BRHC employees.
- To protect the property and reputation of the system as the cornerstone of healthcare delivery in the community.
- To provide assistance toward rehabilitation for employees who self-report prior to being screened for substance abuse.
Alcohol: Any beverage sold or consumed that has an alcoholic content equal to or in excess of 0.5% by volume.
Illegal Drug: Any drug defined as illegal, under federal, state, or local laws which include, but are not limited to marijuana, cocaine, opiates, and amphetamines not prescribed for current personal treatment by a licensed physician with a valid DEA license
Illegal Drug Use: The detectable presence of an illegal drug or unauthorized substance in an employee’s body
Possession: When an individual is found to have illegal drugs, inappropriate alcohol or controlled substances on his/her person or in his/her personal effects, motor vehicle, tools, equipment, desk, locker, files or work area under his/her control.
Post-accident Screening: Drug and alcohol testing performed in the event an employee sustains a work- related injury resulting from engaging in unsafe behaviors and either causes injury to co-workers, patients or the public or damages Carolinas HealthCare System - Blue Ridge property.
- Care team members shall be required to report anyone who may be in violation of this policy to management or Human Resources.
- Human Resources shall be consulted prior to any disciplinary action regarding this policy.
- All communications between involved staff regarding enforcement of this policy shall be handled confidentially and on a need-to-know basis. Breach of confidentiality and failure to report shall be grounds for disciplinary action up to and including termination.
- Alcoholic beverages shall be prohibited at all Carolinas HealthCare System - Blue Ridge facilities, unless part of a Social Function approved by Administration, as described below.
- Alcohol consumption or inappropriate possession is prohibited during work hours, including break and meal periods, and may result in termination.
- Reporting to, or being at work, under the influence of alcohol shall be prohibited and may result in termination.
- Employees arrested for or charged with an alleged alcohol incident shall immediately notify their supervisor/manager. DWI charges shall be regarded as a drug related charge. Failure to notify management may result in disciplinary action up to and including termination.
- The prohibited use or inappropriate possession of alcohol may be cause for termination and reporting, if indicated, to the appropriate professional licensing board.
- Refusal to cooperate with a search request or an alcohol test shall result in suspension and may result in termination of employment.
III. Illegal Drugs
A. The following activities may result in termination and possible criminal prosecution:
- The use, sale, or possession of illegal drugs.
- The abuse of legal drugs (prescription or over-the-counter medications) while on the job, including break and meal periods.
- Drug diversion.
B. Any illegal drugs found shall be turned over to the appropriate law enforcement agency.
C. Any drug conviction and/or the possession of illegal drugs off Carolinas HealthCare System - Blue Ridge property shall be treated as a positive drug test and may result in termination.
D. The use, sale, trade or delivery of an illegal drug or unlawful or unauthorized controlled substance may be cause for termination, reporting, if indicated, to the appropriate professional licensing board, and referral to law enforcement authorities.
E. The occasional recreational or off-duty use of illegal drugs shall implicate the policy.
F. Refusal to cooperate with a search request or drug test may result in termination of employment.
IV. Use of Prescription or Over-the-Counter Drugs:
- It shall be an employee’s responsibility to inquire as to the effects of their prescribed or over-the-counter medication.
- If it is determined that the use of a legal drug may adversely affect an employee’s ability to safely or effectively perform his/her job, Human Resources, Employee Health and the employee’s manager shall collaborate regarding work assignments.
- Employees failing to report such use may be subject to disciplinary action up to, and including, termination, if unable to perform job responsibilities and the employee has not indicated a need for accommodation.
V. On-call Employees
- On-call care team members shall be fit for work at all times when they report to work, directly or indirectly.
- If under the influence of alcohol or any other impairing substance, on call employees shall inform their supervisor when contacted to report for work. If an employee is not fit for work, the employee’s unavailability shall be documented and may result in disciplinary action.
- On call team members shall be held to the same standards and policies as other employees on duty.