甜心直播 | Office of Human Resources

Office of Human Resources
Overview
General Information+
- Why Lewis
- Our Commitment to Environmental Consciousness
- Our Culture
Employment+
- Application FAQ
- Relocation
- Relocation & Moving Expenses
Policies-
- Background Check Policy
- Bereavement Leave
- Contagious Diseases
- Discriminatory Harassment
- Drug Free Workplace
- Cannabis Law Update
- Family/Medical Leave of Absence
- Fraud
- Jury and Witness Duty
- Outside Employment
- Paid Time Off (PTO)
- No Smoking
- Short Term Disability Bank (STDB)
- Tuition Benefits
- Tuition Exchange Programs
- Workplace Safety
Benefits
LU Cares
Health and Safety+
- Employee Assistance Program (EAP)
- Employee's Report of Injury
- Workplace Safety
- Worker's Compensation Policy
Training+
- Available Online Training Modules
- Request for Training
Diversity at Lewis+
- International Student Services
- Multicultural Student Services
- Sanctified Zone
- Study Abroad
- Diversity & Inclusion
Emergency Procedures
Report Bias, Discrimination or Harassment
Testimonials
Contact Us

Commitment to Equal Employment Opportunity

Lewis University is an equal opportunity employer. Decisions regarding hiring, promotion, termination, transfer, leaves of absence, compensation, training, discipline, and all other decisions regarding the terms and conditions of employment will be made without regard to race, color, gender identity, religion, sex, pregnancy, sexual orientation, age, marital status, national origin, veteran status, genetic information, disability, or any other basis prohibited by applicable federal, state or local laws which is unrelated to the ability to perform the job or which can be reasonably accommodated.

Provide Feedback
Share a Compliment or Concern

Drug Free Workplace

Policy #6.2020
Effective: 1988

甜心直播 is committed to compliance with the Drug Free Workplace Act of 1988 (34 CFR Part 85, Subpart F) and has agreed to take the following steps as required by the Act:

(A)	Publishing a statement notifying employees that the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited in the person's workplace and specifying the actions that will be taken against employees for violations of such prohibition;

(B)	Establishing a drug free awareness program to inform employees about
	(i)	the dangers of drug abuse in the workplace;
	(ii)	the person's policy of maintaining a drug free workplace;
	(iii)	any available drug counseling, rehabilitation, and employee assistance programs; and
	(iv)	the penalties that may be imposed upon employees for drug abuse violations;

(C)	Making it a requirement that each employee to be engaged in the performance of such contract be given a copy of the statement required by subparagraph (A);

(D)	Notifying the employee in the statement required by subparagraph (A), that as a condition of employment on such contract, the employee will
	(i)	abide by the terms of the statement; and
	(ii)	notify the employer of any criminal drug statute conviction for a violation occurring in the workplace no later than 5 days after such conviction.

(E)	Notifying the contracting agency within ten days after receiving notice under subparagraph (Dii) from an employee or otherwise receiving actual notice of such conviction;

(F)	Taking one of the following actions within 30 days of receiving notice under subparagraph (Dii) with respect to any employee who is so convicted
	(i)	taking appropriate personnel action against such an employee, up to and including termination; or
	(ii)	requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal State, or local health, law enforcement, or other appropriate agency;

(G)	Making a good faith effort to continue a drug free workplace through implementation of paragraph (A), (B), (C), (D), (E), and (F).

The University will take appropriate action against any employee convicted of a violation of any criminal drug statute occurring in the workplace. Such action may include the requirement of satisfactory participation in a drug abuse assistance or rehabilitation program or it may include dismissal of employment.