HACCP-Based Standard Operating Procedures
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7A: Employee Alcohol & Drug Policy
PURPOSE: UND prohibits the unlawful or unauthorized manufacture, distribution,
dispensation, possession, use, or sale of alcoholic beverages, controlled substances, and illegal
drugs on campus. The impairment by alcohol or drugs of any employee while participating in an
academic function, or of employees when reporting for work or engaging in work – during
normal work hours or other times when required to be at work – is also prohibited. UND
employees are required to abide by all federal and state laws, local ordinances, SBHE policies,
and other related requirements regarding the consumption or possession of alcoholic beverages,
controlled substances, and illegal drugs.
SCOPE: This procedure applies to foodservice employees who handle, prepare, or serve food.
KEY WORDS: Personal Hygiene, Cross-Contamination, Contamination
INSTRUCTIONS:
1. Train foodservice employees on using the procedures in this SOP.
2. All employees are expected and required to report to work in an appropriate condition to
carry out their responsibilities. In particular:
a. While performing work for the University, operating any University vehicle, or
conducting University business, faculty and staff are prohibited from using, being
under the influence of, possessing, buying, selling, manufacturing or dispensing an
illegal drug (to include possession of drug paraphernalia). Any illegal drugs or drug
paraphernalia found on University property will be turned over to University Police
and may result in criminal prosecution.
b. Employees are prohibited from being impaired or under the influence of alcohol
and/or legal drugs, including prescription medication, if such impairment or influence
adversely affects the employee’s work performance, the safety of the employee or
others, or creates an unnecessary risk for the University. If taking necessary
medication could compromise workplace safety or affect work performance, the
employee is responsible for communicating with his/her supervisor to evaluate
temporary job modification/re-assignment during the course of the treatment.
c. Any employee who is convicted of unlawful manufacture, distribution, dispensation,
possession or use of a controlled substance or other criminal drug statue in the
workplace, or receives a conviction that effects his/her job responsibilities is required
to notify his/her department head no later than five working days after such