1.1. An FMS staff member who violates the university's employee policy on illegal drugs is subject to disciplinary action including suspension and dismissal. FMS supervisors, when confronting an apparent violation, gather and preserve evidence of the apparent violation, and initiate disciplinary procedures applicable to the employment terms and conditions of the staff member(s) involved.

1.2. An FMS staff member who is convicted of any criminal drug statute violation that occurred at the university is obligated by law to notify both the immediate supervisor and the Office of the Provost no later than five days after that conviction. The university is then obligated to report the conviction to the appropriate federal agency, and, within thirty days, it will take appropriate disciplinary action up to and including dismissal, or will require the staff member to participate satisfactorily in a drug abuse assistance or rehabilitation program. FMS supervisors who receive reports of such convictions initiate the reporting and disciplinary action sequences required by law and by university policy.

1.3. An FMS staff member who is responsible for a university social activity or other activity, on or off campus, for which university resources are used, and at which alcoholic beverages are served, follows the university policies presented in its Standards of Conduct Regarding Alcohol addressing responsible conduct, violations of law, and permission to serve alcoholic beverages at events where students are in attendance, and the guidelines regarding the location, service fees, and public advertising for an event where alcohol is served.

1.4. An FMS staff member who violates the university's policy against work under the influence of alcohol and against alcohol consumption that impairs performance is subject to disciplinary action, including suspension and dismissal. FMS supervisors, when confronting an apparent violation, gather and preserve evidence of the apparent violation, and initiate disciplinary procedures applicable to the employment terms and conditions of the staff member(s) involved.

2.1. An FMS supervisor may suggest an EAP referral to a staff member whose on-the-job behavior or overall work performance changes detectably. Because FMS supervisors are not trained to diagnose problems for which these changes may be symptoms, supervisors may refer staff members to the EAP even if based only on a belief that changes in job performance might be the result of problems for which EAP services are appropriate.

2.2. A supervisor's referral to EAP services is confidential to the staff member, the supervisor, the director, and the AVP within FMS, and to the VP for Business Affairs and to assigned staff members of university organizations with functional responsibilities that compel disclosure of the referral.

2.3. A supervisor's referral to EAP services, and any actual known or presumed use that a staff member might make of EAP services, is not an acceptable basis for any job-related action affecting that staff member by any person in FMS, whether the action is beneficial or unfavorable to the staff member.

2.4. An FMS staff member may refer himself or herself, as a matter of personal initiative, for EAP services, and is not obliged to disclose such a referral to, or use of, EAP services to anyone.

2.5. Any assessment, or further referral, or communication between the individual and the EAP service is a matter of complete confidentiality, passing exclusively between the staff member and the counselor, and specifically excluding the supervisor, the director, the AVP, and the VP for Business Affairs, unless the staff member, in writing, in advance, consents to the disclosure.