District updating employee alcohol and drug policy

NEW LONDON – The New London Board of Education took the first step to revising the district’s Employee Alcohol and/or Other Controlled Substance Use policy when it approved the first reading of the updated policy at its Aug. 12 meeting.
The board must approve a second reading of the updated policy before it is implemented.
During the discussion, New London Superintendent Scott Bleck told the board that the district’s Policy Committee followed up on previous discussions from earlier in the summer regarding the Employee Alcohol and/or Other Controlled Substance Use policy and recommended revisions that would enhance the clarity and consistency of the policy.
“Just referencing the process of an individual, a district employee, if they suspect or have the idea or suspicion of someone who might be under the influence within and then the appropriate steps of communication with that building supervisor, or principal, or myself to properly address that situation,” Bleck said.
Bleck added that the updated policy is also meant to “protect and honor” individuals who find themselves in a situation that requires them to report such an incident.

The updated policy has three paragraphs of text replacing one paragraph. The updated language includes:
“Employees have the right to work in an environment free from the nonmedical use of alcohol and controlled substances. The use of such substances is incompatible with a safe and effective educational environment and may negatively impact student learning, employee performance, and workplace safety.
“Any employee who observes or has reasonable suspicion that a District employee is under the influence of alcohol or a controlled substance while on duty or engaged in District business shall immediately report the concern to their immediate supervisor, principal, or director. The report shall include specific, factual observations supporting the concern.
“The supervisor, principal, or director receiving the report shall immediately notify the District Administrator and ensure appropriate administrative response. The District Administrator will determine next steps, which may include removal from duty, initiation of an investigation, reasonable suspicion testing in accordance with District policy and applicable law, and/or notification of law enforcement when warranted.”