VCOM Faculty Handbook

clinical education and provide safe, effective patient care. For employees, substance use may impact an employee's ability to perform the essential functions of their position and maintain a safe and effective learning and work environment. VCOM recognizes that some states have legalized marijuana for medical or recreational use and that the consumption of alcohol may be permitted under applicable law. Nevertheless, students must be able to meet the technical standards of the program and safely participate in educational and clinical activities and employees must be able to meet essential job functions, professional responsibilities, and safety requirements associated with their roles. Because marijuana may impair judgment, cognition, perception, and psychomotor performance, its use, whether prescribed, recommended, or otherwise authorized, is prohibited by VCOM. While lawful alcohol consumption off-campus is not prohibited, alcohol-related impairment, misuse, or conduct that adversely affects academic performance, job performance, professionalism, safety, or participation in educational/clinical activities is prohibited. Further, VCOM has an obligation to their clinical healthcare partners to maintain safe, productive, and drug- and alcohol-free environments. Participation in clinical rotations during a student’s time at VCOM is an essential requirement of the curriculum. VCOM’s clinical healthcare partners require that all participants submit a negative drug screen prior to participation in clinical rotations. These requirements are intended to support personal and professional integrity, promote a healthy learning and work environment, protect patient safety, and foster the development of healthcare professionals who understand the risks and consequences associated with substance use. Accordingly, the use of marijuana is inconsistent with the requirements of employment and with the standards for admission, enrollment, promotion, graduation, and participation in clinical education at VCOM. Substance Use Testing “For cause” drug and alcohol testing may be initiated for employees when concerns are raised regarding the performance, behavior, or actions that indicate a reasonable suspicion for substance impairment. Reasonable suspicion may include, but is not limited to: • Direct observation of drug or alcohol use or possession; • Physical symptoms indicative of being under the influence; • Abnormal or erratic behavior; • Observation of poor judgment or careless acts which caused or had the potential to cause patient injury, jeopardize the safety of self or others or resulted in damage to equipment; • Alterations in student clinical and/or didactic performance that may not be attributed to other causes; • Arrest or conviction of a drug or alcohol related offense; • Being identified as the subject of a drug-related criminal investigation;

• Credible information from independent sources; • Evidence of drug tampering or misappropriation; • Accidents or illnesses caused by substance use; • Patterns of absenteeism and/or lateness; • Evidence that a previous drug or alcohol test was tampered with; or • Possession of drug paraphernalia.

Any concerns that raise these suspicions for substance impairment will be reported to VCOM administration who will then determine whether “for cause” testing is appropriate. Scheduled or “for cause” testing may be performed on campus or at a qualified designated laboratory site identified by the College. A positive drug test on campus will result in a repeated test within a forensic laboratory as arranged by the administration. In general, the laboratory site will carry a forensic certified testing program certified by the College of American Pathologists for testing.

Compliance with “for cause” drug and alcohol testing of employees is a condition of employment. Refusal of

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