If an employee is caught violating the policy of the university, the punishment could include termination in such a way that is consistent with the measures governing discipline and expulsion of staff and faculty members and any laws that are applicable by the local, state, or federal agencies. “For purposes of this policy, illegal manner involving illicit drugs or alcohol is governed by the laws in effect where the employee is working.” (St. Louis University, 2002) The policy of St. Louis University not only covers the faculty and staff, but also contractors and sub-contractors and their employees, patients, and visitors whether they are present on campus or at an activity the university might be holding.
The Drug and Alcohol Abuse Prevention policy of St. Louis University includes the drug trafficking penalties for the federal, Missouri, and Illinois sanctions. These penalties can range from two to fifteen years and up to $100,000 in fines depending on where the infraction takes place. It also includes a list of controlled substances, their street names, medical uses, likelihood of dependence, possible effects, effects of overdose, withdrawal syndrome and the effects alcohol can have.
Part of the employment package of St. Louis University is their Employee Assistance Program (EAP). “St. Louis University is concerned with the well – being of its staff members and their families and is aware that personal problems can influence job performance.” (St. Louis University, 2002) Members of the university staff, any immediate family, or even those living with the staff member are encouraged to get in touch with the Employee Assistance Program if the need arises.
Most might think of an employee assistance program as merely an employee benefit. Actually, employee assistance programs are more than a benefit to an employee, they are a cost savings mechanism for the employer also. Many Fortune 500 employers have done research on these programs and have chosen to spend hundreds of thousands of dollars annually because they see the benefit to the company also. Whether the company is large or small, the employee assistance programs will save in reduced absenteeism, reduced injury and errors on the job, reduced turnover, enhanced productivity, better staff morale, and reduction in the amount of time the supervisor spends helping resolve personal problems of the employees.
In a report from the U. S. Department of Health and Human Services, “all of the published studies indicate that Employee Assistance Programs are cost – effective.” (Blum, 1995) In a report from the U. S. Department of Labor with every dollar a company invests in an Employee Assistance Program they receive a return on their investment of between $5 and $16.
While employers should have a certain amount of compassion about their employees personal problems, the employer should not handle them directly. The employer needs a mediator. This is where the employee assistance program comes in. The employee assistance program will help refer employees to the proper resources without involving the employer. Companies use employee assistance programs to help their employees while protecting themselves at the same time.
Sometimes employees talk too much about their personal life while at work. Usually it is information the supervisor or employer does not need to know because it is personal. Most of the time this information can be dangerous to the employer know. An employee assistance program helps to eliminate these conversations.
The university Employment Assistance Program offers services for both personal and interpersonal problems. These services are provided at no cost, unless an outside agency or professional counselor is used, to the employees and their family members. They offer help with problems such as marital and / or family disagreements, emotional anxiety, alcoholism / drug dependency, post traumatic stress, eldercare concerns, financial problems, and legal problems.
The employee or member of their household is able to contact the Employee Assistance Program direct for assistance. At times, a supervisor that has been trained by the Employee Assistance Program might recommend an employee seek assistance. When it is initiated by a supervisor, the supervisor is kept informed if the appointments are being kept and what is the best way to assist the employee being counseled.
The Drug and Alcohol Abuse Prevention policy of St. Louis University is very clear that they will not tolerate the use and abuse of illicit drugs or alcohol. In their handbook they inform the employees of the Employee Assistance Program which is there to benefit both the employee and the employer. They encourage the used of the program for the safety of staff members, students, and visitors on their campuses. The use of these policies indicates that St. Louis University thinks highly of their employees and has an interest in their health and livelihood.
(03/20/2002). Human resources: Drug and alcohol abuse prevention. Retrieved May 6, 2008, from St. Louis University Web site:
Blum, T.C. & Roman, P.M. (1995). Cost-effectiveness and preventive implications of employee assistance programs. Rockville, MD: U.S. Department of Health and Human Services, Substance Abuse and Mental Health Services Administration, Center for Substance Abuse Prevention.
