Drug and Alcohol-Free Workplace Policy

Purpose

Conservation International is committed to providing a safe, healthy, and productive work environment. Consistent with this commitment, CI places restrictions on the use of drugs in the workplace while on CI property or during CI work duties. The use and possession of illegal drugs and the illegal use and abuse of alcohol or prescription drugs are of serious concern and pose serious health and safety risks to CI Staff and others. CI complies with applicable laws in the jurisdictions where CI and its affiliates work and is subject as well to additional requirements imposed by certain governmental and other funders, including but not limited to the U.S. government.

Scope

This Policy applies to all CI employees, interns, fellows, volunteers, and representatives (jointly, "CI Staff"), as well as CI grantees/awardees, contractors, suppliers, consultants, and their employees, sub-grantees/awardees, and representatives (jointly, "Delivery Partners") engaged by CI, including for the performance of U.S. federal government contracts, awards or cooperative agreements and other applicable agreements.

Our principles and actions

Prohibition on Illegal Use: In compliance with U.S. government funding requirements and the U.S. Drug-Free Workplace Act of 1988, CI is fully committed to a drug-free workplace. Accordingly, CI Staff are strictly prohibited from unlawfully manufacturing, distributing, dispensing, possessing, or using illegal drugs and controlled substances in the workplace while on CI property or during CI work duties. While on CI property, as part of any CI-sponsored activity, and while conducting CI business the use, abuse, or being under the influence of alcohol, illegal drugs, or other impairing substances is prohibited. The illegal use or abuse of prescription drugs is also prohibited.

• Use of Alcohol: On occasion, CI may sponsor social or business-related events at which alcohol is served. In such circumstances and if CI Staff choose to consume alcohol, they are required to monitor their intake of alcohol and use alcohol in moderation, maintaining their obligation to conduct themselves properly and professionally at all times.
• Use of Prescription Medication: The appropriate use of over-the-counter medication or other medication that can legally be prescribed is acceptable to the extent that it does not impair an employee's job performance or safety or the safety of others. Employees who take over-the-counter medication or other medication that can legally be prescribed to treat a health or behavioral condition should inform Local HR or their supervisor if they believe the medication will impair their job performance, safety, or the safety of others. If they believe they need a reasonable accommodation before reporting to work while under the influence of that medication, the employee should engage and obtain appropriate guidance from a medical or behavioral professional and share this guidance with Local HR. The employee should not disclose any medical report, diagnosis, or any other protected health information.
• Use of Cannabis/Marijuana: While the use of cannabis has been legalized under some U.S. state laws and countries for medical and/or recreational uses, it remains an illegal drug under U.S. federal law and the laws of certain other jurisdictions. CI does not discriminate against employees solely based on their off-duty use of medical and recreational cannabis in compliance with the appropriate U.S. state or other jurisdictions laws. However, CI Staff may not consume or be under the influence of cannabis in the workplace, even if the employee has a valid prescription for medical cannabis.
• Driving Under the Influence: Per CI's Vehicle Procurement and Use Policy, CI staff may not operate any vehicle at any time while on CI business while using, consuming, or otherwise under the influence of alcohol, illegal drugs, or prescription medications that may affect the ability to drive. These prohibitions include circumstances in which the employee is temporarily unable to operate a vehicle safely or legally because of impairment, illness, medication, or intoxication.

Implementation

As a condition of employment, employees are required to abide by this policy. CI Staff who violate CI's Drug-Free Workplace policy will be subject to disciplinary action. CI is required to take appropriate personnel action against the employee, up to and including termination, consistent with the requirements of the U.S. Rehabilitation Act of 1973 (29 USC 794), as amended, or require the employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for these purposes by a U.S. Federal, State, or local health, law enforcement, or other appropriate agency.

Reporting Requirements

CI Staff who are convicted of criminal drug offenses occurring in the workplace must inform Local HR or People & Culture of such conviction in writing within five calendar days after being convicted. If that CI Staff person is working under a grant or contract funded by the U.S. government, CI must notify the funding agency that a violation of this policy has occurred within 10 calendar days of learning of a drug conviction.

Awareness and Support

CI offers a global Employee Assistance Program for CI Staff and eligible dependents to support substance dependency awareness and address concerns at no cost to the employee. CI Staff can access the program to learn more about the health risks associated with the use of illicit drugs and the abuse of alcohol. CI Staff are encouraged to seek assistance for drug and alcohol-related problems. Treatment is confidential with the Employee Assistance Program and will not become a part of an individual's personnel records. Periodically CI will inform staff about the dangers of drug and alcohol abuse in the workplace, our policy of maintaining a drug-free workplace, our available employee assistance program, and the penalties that may be imposed for drug or alcohol abuse violations.

Definitions

• Controlled Substance: A drug or other substance that is regulated by the government because it may be abused or cause addiction. This includes illegal substances, prescription drugs that have not been legally obtained, prescription drugs that are being used by a person other than the prescription holder, and prescription drugs that are not being used for prescribed purposes or are taken in excess of prescribed quantities. This includes any drug or substance listed in U.S. government schedules I through V of the Controlled Substances Act (21 U.S.C. 812), and as further defined by regulation at 21 CFR 1308.11 through 1308.15.
• Conviction: A finding of guilt (including a plea of no contest) or imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of criminal drug laws.
• Illegal Drug: Any drug which is not legally obtained.
• Impairment: Behavior that indicates having a diminished capacity or inability to perform duties.
• Substance Abuse: Use of legal or illegal drugs in an inappropriate manner; substance misuse; substance dependence; use of any illegal substance.
• Workplace: Any property, building, office space, vehicle, boat, or other property, including parking lots, owned, leased, or operated by CI or any other site at which an employee is obligated to perform work for CI.
• Possession: Having one or more illegal drugs in one's possession, either for personal use, distribution, sale, or otherwise. A person has possession of drugs if they have actual physical control of the drugs, if the drugs are on that person, or if they have the power and intent to control their disposition and use.