Drug & Alcohol


Meredith College recognizes that the abuse of alcohol and controlled substances is a most serious problem. The abuse of alcohol or controlled substances by employees while on the job, or reporting to work under the influence of alcohol or a controlled substance, constitutes a direct threat to the safety or all employees. Substance abuse problems contribute to absenteeism, a decline in the quality of work, decreased morale, and workplace conflicts for colleagues, not just the substance abuser. It is the intent of Meredith College to maintain a healthy and drug-free work force and campus.

As a recipient of federal monies, Meredith College is subject to the Drug Free Schools and Campus Act Amendments of 1989 and the Drug-Free Workplace Act of 1988. Reflecting its concern over the threat of alcohol abuse and illegal drugs constitute to communities of higher education and to comply with these laws, the College prohibits the following by its faculty and staff:

  • The use or possession of alcohol while on campus property (excluding the Massey House, the Oaks apartments and other locations specifically designated by the President);
  • The unlawful manufacture, sale, distribution, dispensation, possession or use of any controlled substance – including the abuse of any prescription medications, while on College property or as a part of any College activity;
  • Reporting to work or working while intoxicated or otherwise impaired; and
  • The violation of any law governing alcohol or drug use on College property or as part of a College activity.

To assure that such conduct does not occur, employees agree to abide by this policy and acknowledge that any violation of this policy by a Meredith employee will subject that individual to appropriate discipline, up to and including termination. Established processes for discipline will be observed. Employees are required to notify the College within five days of any criminal drug statue conviction for a violation occurring in the workplace. The College is required to notify any granting governing agency of such conviction within ten days of learning about it from the employee or other source.

It is the policy of the College to encourage the earliest possible recognition and treatment of substance abuse problems. Employees with substance abuse problems who voluntarily seek help will be provided with assistance to be kept confidential if at all possible and disclosed only on a need-to-know basis. Those who do not voluntarily seek help will be subject to disciplinary action up to and including termination. By seeking such help, employees are not avoiding disciplinary action for violations of this policy that may have occurred in the past or may occur in the future. More information is available in the Office of Human Resources.

The College will periodically train staff supervisors and academic department heads to recognize performance or behavior problems that indicate potential substance abuse and to take appropriate action. In addition, the College will inform employees about the dangers of drug abuse, this policy, and the availability of drug counseling and rehabilitation programs.

Federal law also requires that the College provide information on local and state laws regarding drug and alcohol use. In summary, applicable local, state, and federal laws:

  • Prohibit the possession, use of dispensing of alcohol by a person under 21;
  • Prohibit the sale of alcohol beverages without a permit;
  • Prohibit public intoxication and possession of open containers of alcohol in public areas;
  • Prohibit drunken driving;
  • Prohibit using fraudulent I.D. or drivers’ licenses to obtain alcohol and aiding and abetting such attempts; and
  • Prohibit the possession, use, manufacture, or sale of controlled substances.

Violations of these and other related laws subject the violator to criminal misdemeanor and felony penalties, including fines and imprisonment. Violation of these laws will also subject an employee to disciplinary action by the College.



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