"I came to IALR in 2006 as a VT mechanical engineering graduate student and immediately began conducting cutting edge research in robotics and unmanned systems in IALR's brand new state-of-the-art facility. I gained invaluable real world experience in hardware and software design, teamwork and project management. My experience throughout the two years exceeded my expectations, and I would not change a thing about my decision to earn my graduate degree from VT in Southside Virginia at IALR."

--Will Brown, 2007 ME Graduate
Drug & Alcohol-free Workplace Policy Print E-mail
The Institute is committed to maintaining a safe and healthy workplace free from the influence of alcohol or drugs. The Institute does not tolerate the unauthorized use or consumption of alcohol by employees on Institute property during working hours or while conducting IALR business. The Institute does not tolerate the use, consumption, sale, distribution or possession of illegal narcotics, or drugs or controlled substances on Institute property or work sites, in Institute-provided vehicles, or the site where work is performed, whether during working or non-working hours.

All employees must report to work in a condition to perform their job duties safely and effectively. Any employee who reports to work under the influence and in violation of this policy will be subject to disciplinary action, up to and including discharge, and/or be required to satisfactorily participate in a substance-abuse assistance or rehabilitation program at the direction the Director of Human Resources and/or the Executive Director. Disciplinary action should be administered in accordance with the Standards of Conduct and Performance. As a condition of employment, each employee must abide by the terms of this policy and notify his/her manager of any criminal drug statue conviction no later than five days after such conviction.

Drugs and Alcohol
IALR may perform pre-em¬ployment, for-cause, random, or post¬-accident drug and alcohol testing.
The company maintains pre-place¬ment screening practices designed to prevent the hiring of individuals who use illegal drugs, or individuals whose use of legal drugs or alcohol indicates a potential for impaired or unsafe job performance. All offers of employment are conditioned on satisfactory results from the drug screen.
A prospective employee's consent to submit to such a test is a material con¬dition of employment, and the pro¬spective employee's refusal to consent will result in a refusal to hire.

The Institute prohibits the use of ille¬gal drugs and the abuse of other controlled substances, prescription drugs or medicines, or alcohol during anytime an employee is working for IALR or while on Institute business. Specific examples of prohibited conduct related to drugs and alcohol include, but are not limited to, the following:

  • Use, possession, manufacture, distribution, or sale of controlled substances or illegal drugs, or the distribution or sale of prescription drugs or medicines during work¬ing hours on IALR premises or while on IALR business
  • Misuse or abuse of prescription drugs or use of alcohol during working hours on IALR premises or while on IALR business
  • Use of alcohol or use, possession, manufacture, distribution, or sale of controlled substances or illegal drugs off IALR prem¬ises that may affect the employ¬ee's work performance, his or her safety, the safety of others, or IALR's reputation in the community or with its customers
  • Refusal to submit to or cooperate with an investigation or search in accordance with IALR policy
  • Conviction under any criminal drug or alcohol statute while on IALR premises or while on IALR business
  • Failure to notify IALR within five days of a conviction under a drug or alcohol statute

Individuals Subject to Testing
Whenever IALR has a reasonable suspicion that the actions, appearances, or conduct of an employee while on duty or reporting for duty suggests the use of illegal drugs, controlled substances, alcohol, or the misuse or abuse of prescription drugs or medicines, the employee can be required to undergo a drug or alco¬hol test. Additional testing programs may be implemented, con¬sistent with local law, business requirements, and the legal require¬ments of governmental agencies.

Medication
If an employee is being treated with medication that is likely to impair his or her performance, the employee must notify his or her manager or Human Resources prior to commencing work.

Confidentiality
IALR respects the confi¬dentiality and privacy of all employees and applicants. Accordingly, the results of any test administered under the Drug- and Alcohol-Free Workplace policy will not be revealed by IALR to anyone except as permitted or required.

Discipline
Violation of the Institute's Drug- and Alcohol-Free Workplace Policy will result in disciplinary action at IALR's discretion, up to and including immediate termination of employment.

Refer to the Motor Pool Policy and Procedures located on the G Drive: IALR/POLICIES/Motor Pool/ for IALR vehicle usage guidelines.

Treatment
The Institute considers drug addiction and alcoholism to be treatable diseases. Accordingly, it urges individuals with substance abuse problems to seek assistance. Early recognition and treatment of alcohol or drug abuse is important for successful rehabilitation, return to employment, and reduced personal, family, and social disruption. IALR encourages the earliest possible diagnosis and treatment of alcohol or drug abuse, and supports sound treatment efforts. Employees are encouraged to use the Institute's Employee Assistance Program service provided through the health insurance vendor if they feel they may be in need of treatment. Please contact the Director of Human Resources for further information about substance abuse help which may be available through the Institute.


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