The following regulations concern the definition of "Contraband" and its prohibition on campus, and an Administrative Directive on Substance and Alcohol Abuse. It is extremely important that you carefully read each of these regulatory statements, and follow them to the letter.

It is unlawful for any person to introduce or attempt to bring into or upon the grounds or buildings of any state owned or administered hospital or medical facility except as authorized by the Dean or Administrator any of the following articles hereby declared contraband:

1. Any intoxicating beverages or any beverage that causes an intoxicating effect. (Examples - beer, liquor, wine, alcohol)

2. Any narcotic or hypnotic or exciting drug of any kind (Examples - heroin, cocaine, marijuana, barbiturates, amphetamines, sleeping pills, some nasal inhalers).

3. Any firearm or other dangerous weapon (Examples - gun, pocket knife with a blade exceeding six inches, razor, nunchaku, sap, club).

Penalty - Violators of this statute, R.S. 14:402.1, can upon conviction be imprisoned up to three years with hard labor.

If you know a fellow worker, patient or visitor who in violation of this law, please contact the University Police at 6160 or 6165. You have a right to a safe and secure workplace. Protect that right.

The following two documents are considerably overlapping. However, both are included here so as to avoid omitting essential information.

This document is included here in response to the "Drug-Free School and Communities Act of 1989."

The Drug Free Workplace Act of 1988 requires employers who contract with or receive grant funds from federal agencies to insure they meet certain requirements for providing a drug free workplace by good faith effort. The Drug Free School and Communities Act of 1989 requires that as a condition for receiving funds or any other financial assistance under any federal program, an institution of higher education must certify that it has adopted and implemented a program to prevent the unlawful possession, use or distribution of illicit drugs or alcohol abuse by students or employees.

The performance of employees/students who engage in substance abuse in the health sciences center environment is or may be adversely affected. In an academic health science setting, an impaired employee’s job related activity can result in errors deleterious to the missions of the institution.

Because of the potential for errors of omission or commission and because unlawful manufacture, distribution, dispensing, possession or use of a controlled substance violates state and/or federal laws, it is the policy of Louisiana State University Health Sciences Center in Shreveport to maintain an environment free of drugs and alcohol. The illegal use, possession or distribution of illicit drugs and alcohol abuse by students and employees on the university premises or as any part of its activities is prohibited.

All employees, students and faculty, whether paid, unpaid or gratis must understand that continued employment is contingent upon willingness to comply with the Drug Free Workplace Act of 1988 and the Drug Free Schools and Communities Act of 1989. Director of Human Resources Management within five (5) days following a conviction of any drug related criminal charge which is work related. The Director will notify the Grants Office which must comply with the provisions for notice to the federal funding agency or federal contractor within ten (10) days. Notice to the federal agency or federal contractor should include the sanctions imposed on the employee convicted of a drug related work related crime. All students convicted of a drug related criminal offense which is health sciences center related must report the circumstances within five (5) days of the conviction to the Assistant Dean for Student Affairs - School of Medicine, Assistant Dean for Graduate Studies - School of Graduate Studies, or the Director of Student Affairs - School of Allied Health Professions, depending on the school in which the student is enrolled.

Laboratory drug tests of appropriate body fluid specimens may be required of an employee/student should there be reasonable suspicion to believe a chemical abuse problem exists. Such reasonable suspicion to believe such a problem exists may include, but is not limited to, the appearance of impairment or intoxication the job or aberrant behavior. Testing may also be required after an accident, near accident or incident.

Schedule I and II drugs consist of opiates, opium derivatives, hallucinogenic substances, depressants and stimulants.

Schedule III drugs consist of stimulants, depressants, nalorphine, limited narcotic drugs, anabolic steroids and muscle building substances.

Schedule IV drugs consist of barbital, phenobarbital, mebutames, etc.

Schedule V drugs consist of narcotic drugs containing nonnarcotic active medicinal ingredients.

Employee/student assistance programs are available for faculty, staff and students. These programs provide options for formal referral, informal suggestions and/or self-referral for substance or alcohol abuse problems.

Alcohol abuse and the illegal use and abuse of other drugs are associated with numerous health, safety and social problems. They have become a national health concern. Alcohol is a chemical; so are drugs. Any chemical is potentially harmful to someone. Some of the health risks associated with alcohol and other drugs are listed below.

The Health Sciences Center will impose disciplinary sanctions on students and employees (paid and unpaid) who violate the policy. Among the disciplinary sanctions which may be imposed on students are the following: reprimand, probation, restriction, suspension, expulsion and referral for prosecution. Among the disciplinary sanctions which may be imposed on employees are the following: oral warning, written reprimand, suspension, termination and referral for prosecution. Faculty members will be disciplined in accordance to Bylaws and Regulations. The Health Sciences Center may require completion of an appropriate rehabilitation program for continued participation in Health Sciences Center programs or employment.

1. Management may, as a condition of continued employment, require the employee to enter a treatment/rehabilitation program. If time off is required for the treatment program, the Health Sciences Center’s leave of absence and sick leave policies will apply. The employee must provide permission for the treatment center to provide continuing communication and regular reports to the Health Sciences Center’s Medical Review Officer and Director of Employee Assistance Program.

2. After successful completion of the treatment/rehabilitation program, the employee must continue with an appropriate follow-up program that usually runs one to three years. The follow-up treatment program will be determined by the treatment/rehabilitation center and the Health Sciences Center’s Medical Review Officer and Director of Employee Assistance Program.

3. Withdrawal or failure to successfully complete the treatment program will result in immediate termination.

4. Submission to periodic random drug screens upon request is required and is a condition for continued employment.

5. Personnel returning to work will not be allowed to have possession of narcotic keys nor to work with controlled substances until the employee demonstrates to the satisfaction of management that he/she can handle narcotics.