As published in the Employee Handbook, Hartwick College is committed to a workplace environment in compliance with the Drug-Free Workplace Act of 1988. The unlawful manufacture, distribution, dispensing, possession, use, or being under the influence of illicit drugs, controlled substances, or alcohol by any employee on College property or as part of any activity sponsored by the College is prohibited. It is a condition of employment with the College to maintain compliance with the provisions of our Drug-Free Workplace policy.

As detailed in the General Rules of Conduct for Employees section of the Employee Handbook, acts on Hartwick College property that is detrimental to the educational goals, purposes, and environment of the College may result in disciplinary action by the College and/or arrest. Examples of these include, but are not the possession or use of narcotics or other dangerous or illegal substances, and disorderly conduct.

Although New York State law now permits the use of medical marijuana under certain conditions, federal law prohibits all use, possession, and/or cultivation of marijuana at U.S. educational institutions, Federal law also requires any institution of higher education which receives federal funding to have policies in place which prohibit possession and use of marijuana on campus. Therefore, the use, possession, and/or cultivation of marijuana for medical purposes is not allowed on any Hartwick College property.

Pursuant to College policies, including the Tobacco, Smoking, and Vaping policy, Hartwick College reserves the right to impose disciplinary action on any employee up to and including referral for treatment, or termination of employment, for any violation of the General Rules of Conduct for Employees and Employee Conduct expectations detailed in the Employee Handbook. In compliance with the Drug-Free Workplace Act of 1988, and as a condition of continued employment, any employee convicted of a criminal drug statute violation that occurred in or on College property, or as part of any activity sponsored by the College, must notify the Vice President for Human Resources, Inclusion and Compliance in writing within five (5) calendar days following such conviction. (The term “conviction” means a finding of guilt, which includes a plea of nolo contendere, imposition of sentence, or both.)

The College’s efforts to establish a drug-free awareness program will include policy discussions during employee group orientations, implementation and strict enforcement of this and other conduct policies as well as communication that eligible employees can obtain assistance with drug and alcohol-related concerns through the College’s confidential Employee Assistance Program (EAP). For more information about the EAP program, please contact Human Resources at 607-431-4315.