Drug-Free Workplace
CSF promotes a healthy, safe, and professional environment for all staff, contractors, and visitors. Consistent with public health standards and the Drug-Free Workplace Act, the organization prohibits smoking and the use of tobacco products in all facilities, vehicles, and worksites under its control.
Tobacco Use
The use of tobacco, e-cigarettes, or vaping products is prohibited inside any CSF building or within organization-owned or leased vehicles.
Employees and contractors who use tobacco must do so only in designated outdoor areas and in accordance with any building or local smoking ordinances.
Smoking or tobacco use is not permitted while transporting, accompanying, or engaging with clients or partners on behalf of CSF.
All staff and contractors share responsibility for maintaining a smoke-free workplace and should respectfully remind others of this policy when necessary.
Substance Use
CSF is committed to maintaining a safe, healthy, and productive workplace that is free from the effects of alcohol and drugs. In compliance with the Drug-Free Workplace Act of 1988 and applicable state and federal laws, CSF prohibits the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances in the workplace or while conducting organizational business.
This policy applies to all CSF employees, contractors, subrecipients, and volunteers engaged in CSF operations or federally funded projects.
The use, possession, sale, transfer, or purchase of alcohol or controlled substances while on CSF premises, in CSF vehicles, or while performing organizational duties is strictly prohibited.
Staff may not report to work or perform CSF-related duties while under the influence of alcohol, illegal drugs, or any substance that impairs mental or physical capacity.
The appropriate use of legally prescribed medications and over-the-counter substances is permitted only when it does not interfere with safe and effective job performance.
Employees and contractors must immediately notify their supervisor or the Designated Officer if they are taking prescribed medications that could affect their ability to safely perform work duties.
Reporting and Compliance
Any individual who observes or suspects impairment due to drugs or alcohol must report it immediately to the Designated Officer.
CSF reserves the right to conduct alcohol or drug testing, consistent with applicable federal and state laws, in the following circumstances:
As part of pre-employment screening.
When there are reasonable grounds to believe an employee is impaired.
Following a workplace accident or safety incident.
On a random or periodic basis where permitted by law.
As a condition of return-to-work following rehabilitation.
Disciplinary Action
Violations of this policy may result in disciplinary action up to and including termination of employment or contract, consistent with CSF’s disciplinary procedures and applicable law.
Employee Assistance
Employees who voluntarily seek help for substance use issues before a policy violation occurs will not face disciplinary action for self-reporting. CSF encourages individuals to seek treatment and will provide referrals to community-based resources where appropriate.
Notification Requirement
Under federal regulations, any employee convicted of a criminal drug offense occurring in the workplace must notify CSF’s Designated Officer in writing within five (5) calendar days of the conviction. CSF will notify the awarding federal agency as required under the Drug-Free Workplace Act.
Enforcement
The Designated Officer ensures organization-wide compliance with this policy. Any violations will be addressed in accordance with CSF’s personnel and disciplinary procedures and, when applicable, federal reporting requirements.
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