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New drug-free workplace policy promotes care of all by Heather Woolwine Public Relations Earlier this year, the MUSC Drug Free Workplace policy (#47) was revamped with added procedural detail to clarify and enhance the old policy.   Individuals under the influence of alcohol or drugs while at work are a danger to themselves, patients, and other employees, so the policy is designed to protect all of those involved.   “The intent is for the university and all its affiliates to use the same policy and procedure, so there is less room for misinterpretation or error,” said Stewart Mixon, chief operating officer for MUSC’s Division of Finance and Administration. Although the university does not have procedural drug testing of new hires or random drug testing, it does require university employees to report suspicious behavior in the workplace.   Under the new policy, it is imperative that if an employee observes this kind of behavior, he or she must report it to a supervisor or the human resources department immediately so the supervisor may confirm or deny any irregular behavior as related to alcohol or drug abuse.   “Then based on what the supervisor observes, he or she can ask that employee to submit to a drug or alcohol screen,” Mixon said. “If the screen comes back negative, then the employee continues to work in good standing with MUSC. But if it comes back positive, then there are some necessary steps that follow.”   Most would assume the next step to be termination of the employee, but at MUSC, that isn’t the case. “Our goal is to help those employees who may have a problem with drugs or alcohol, not to discharge them because of such addictions,” Mixon said. “We’re in the business of health care and this falls within that realm, so we have an intervention process to try and direct employees to the help they need with such issues. While we must make sure our patients, visitors and staff are safe, we also want to balance that mandate against our intent to help those employees who need help.”   When a drug or alcohol screen comes back positive, MUSC supervisors advise the employee to seek rehabilitation treatment and grant the employee annual or sick leave to accommodate a recovery period. The employee must cover the cost of their own treatment. If an employee fails to seek rehabilitation, then the university may determine that other actions, like termination, are necessary.   What some employees may not remember from their orientation is that  the Employee Assistance Program can help. Through EAP, employees can locate rehabilitation services and receive some counseling for personal or professional issues.   If the situation involves an employee who is stealing, distributing, or selling drugs or alcohol in the workplace, then the Internal Audit Department becomes involved. “If an employee is caught diverting medications, then it is up to the supervisor and the appropriate human resources or other administrative office to determine which disciplinary acts or rehabilitation procedures are enacted,” said Susan Barnhart, Internal Audit. “But if we become involved because of diversion, then we must inform DHEC. Once DHEC is involved, they investigate and take whatever legal action they deem necessary.”   The new policy strives to ensure that safety isn’t compromised for anyone, while still providing those who have a problem with drugs or alcohol a chance to voluntarily rehabilitate themselves and remain employees of MUSC.   To see the policy visit http://www.musc.edu/hrm/policies/policy47.html. Friday, June 10, 2005 Catalyst Online is published weekly, updated as needed and improved from time to time by the MUSC Office of Public Relations for the faculty, employees and students of the Medical University of South Carolina. Catalyst Online editor, Kim Draughn, can be reached at 792-4107 or by email, catalyst@musc.edu. Editorial copy can be submitted to Catalyst Online and to The Catalyst in print by fax, 792-6723, or by email to petersnd@musc.edu or catalyst@musc.edu. To place an ad in The Catalyst hardcopy, call Community Press at 849-1778.