Safety

Table of Contents for Safety

Workplace Violence

Workplace Injuries/Reporting Workers Compensation

Drug-Free Workplace

Drug/Substance Testing

Inspections/Searches

Security

Firearm/Dangerous Weapons

Smoking

Inclement Weather

Workplace Violence

Risk Reduction Measures

Hiring: The University takes reasonable measures to conduct reference checks and background investigations to review candidates’ backgrounds and reduce the risk of hiring individuals with a history of violent behavior.

Safety: The University conducts inspections of the premises to evaluate and determine vulnerabilities to workplace violence or hazards. Necessary corrective action will be taken to reduce risks.

Individual Situations: While we do not expect employees to be skilled at identifying potentially dangerous persons, employees are expected to exercise good judgment and to inform their supervisor and/or the Human Resources Department if any employee exhibits behavior which could be a sign of a potentially dangerous situation.

Such behavior includes:

•        Discussing weapons in an inappropriate manner or bringing them to the workplace;

•        Displaying overt signs of extreme stress, resentment, hostility, or anger;

•        Making threatening remarks;

•        Sudden or significant deterioration of performance;

•        Displaying irrational or inappropriate behavior.

Enforcement

Threats, threatening conduct, or any other acts of aggression or violence in the workplace will not be tolerated. Any employee determined to have committed such acts will be subject to disciplinary action, up to and including termination. Non-employees engaged in violent acts on the employer’s premises will be reported to the proper authorities and fully prosecuted.

Workplace Injuries/Reporting Workers Compensation

The University provides workers’ compensation coverage for all employees. Coverage is provided for work- related illnesses and injuries as defined under Ohio law.

No matter how insignificant an on-the-job injury may seem when it occurs, employees must report any work-related injury or illness to their supervisor and fill out the Employee’s Report of Incident and Injury and return it to the Human Resources Department before leaving work on the day of the injury or illness. If an injury occurs outside of normal business hours, contact Public Safety to complete an Incident Report. The report will be shared with the Human Resources Department and additional paperwork may need to be completed.

If an employee needs to seek medical treatment for a work-related illness or injury, the employee or the employee’s supervisor must contact Human Resources to obtain a Workers Compensation Card. The employee must also keep Human Resources informed and provide copies to Human Resources of medical paperwork regarding the status of the work-related injury or illness, any work restrictions and/or a return-to- work date.

If an employee needs to be off of work for a long period due to a work-related illness or injury, the employee should maintain at least weekly contact with Human Resources regarding the status of the injury. Time off due to a work-related injury shall also be counted toward Family and Medical Leave entitlement.

When absence from work is due to a work injury or illness the employee may be entitled to loss of time benefits under a Workers’ Compensation or occupational disease law, the University’s sick leave benefits are payable only to the extent the time off is not otherwise compensated by Workers’ Compensation.

Drug-Free Workplace

Ohio Wesleyan University is dedicated to maintaining a drug-free workplace. All University employees and faculty are required to perform their job duties unimpaired by illegal drugs, alcohol, or the improper use of legal substances.

Selling, buying, manufacturing, distributing and/or possessing of illegal drugs, drug paraphernalia, or improper or abusive use of legally prescribed drugs and other intoxicating legal substances on University premises, while conducting University business, or in University-owned, leased or rented vehicles is prohibited and is cause for immediate termination. Reporting to work or working while under the influence of an illegal drug, alcohol, or in an impaired condition is also prohibited. Providing alcohol to underage students is also prohibited and cause for immediate termination.

Any employee who comes to work in a condition unfit for work because of alcohol or drug use may be sent home without pay. In addition, that employee is subject to corrective action, which may include termination of employment.

The use of prescription drugs and/or over the counter drugs may affect an employee’s ability to perform his or her job safely. Any employee who is using prescription or over-the-counter drugs which may impair his/her ability to safely perform the job or may affect the safety of others must notify his/her supervisor of such use prior to starting or resuming work.

As mandated by the Drug-Free Workplace Act of 1988, those employees covered under certain federal grants must, as a condition of employment, abide by the terms of this policy and report any conviction under a criminal drug statute for violations occurring on or off University premises while conducting University business. A report of a conviction must be made to the Director of Human Resources within 5 days after the conviction.

Drinking of alcohol on University premises is allowed only at selected University-sponsored events where alcohol is served. The President or the divisional Senior Leadership Team member must approve serving alcohol at such an event. Employees are responsible for complying with policies of professional behavior even when consuming alcohol at a University-sponsored event and /or approved event and must never allow underage drinking or provide alcohol to underage students.

The enacted Drug-Free Schools and Campuses Act of 1989 (Public Law 101-226) requires that, as a condition of receiving funds from the federal government, the University must implement a program to prevent the unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. Each year, we must also distribute our policy on that program. This policy operates in coordination with our Drug-Free Workplace policy noted above. Our Drug Prevention program includes the following:

Standard of Conduct

The unlawful distribution or use of drugs or alcohol on the University’s campus, at University-sponsored events, or in the performance of University-related duties is strictly prohibited. Violations of this policy are considered a serious offense and will be subject to disciplinary actions up to and including immediate termination of employment and/or referral for prosecution.

Drug and Alcohol Counseling Services

Drug or alcohol counseling is available to staff through the University Employee Assistance Program or the University health insurance plan. Contact Human Resources for information.

Disciplinary Sanctions

Any employee knowingly distributing illicit drugs or controlled substances on campus or at any University- sponsored activity will be subject to disciplinary action up to and including termination and referral for prosecution. Any employee knowingly distributing alcohol to underage students on campus or at any University-sponsored event will be subject to disciplinary action up to and including employment termination and may be subject to criminal prosecution.

Any employee under the influence of or using illicit drugs, or other controlled substances (without a medical prescription) or impaired by alcohol while performing University-related duties or attending any University- sponsored activity (on or off campus) where they are representing the University or are performing work, will be subject to disciplinary action up to and including termination of employment depending on the circumstances and severity of the offense. The University reserves the right to escalate the process or use any part of the disciplinary process that it feels is appropriate for the situation, and, if necessary, terminate employment without implementing performance counseling or corrective action.

The University reserves the right to impose disciplinary action, up to and including employment termination, on any employee who is convicted or sentenced for any offense related to use, possession, distribution, or sale of illegal drugs or controlled substances, whether on or off University premises.

Link to Drug & Alcohol Policy

Employees can access the OWU Current Drug & Alcohol Policy online.

Drug/Substance Testing

The University reserves the right to send an employee for alcohol or drug testing for reasonable suspicion of use or following a significant workplace injury or accident. Failure to sign the form to allow testing, refusing to submit to a required test, failing to provide an adequate and unadulterated sample for testing, or engaging in other conduct that obstructs the testing process shall subject the employee to corrective action, up to and including employment termination. If a drug and/or alcohol test is required following a workplace accident, refusal to consent to the test may jeopardize an employee’s workers compensation benefits. The University is not required to send an employee for drug or alcohol testing as a prerequisite to imposing discipline for violation of this policy.

Any employee with an alcohol or drug problem is strongly encouraged to contact his/her physician for assistance. Although the University does not cover the cost of such treatment, employees with health insurance may use their insurance for substance abuse and mental health services. Any employee seeking assistance for substance abuse may contact the Human Resources Department, the Counseling Center, or our Employee Assistance Program (EAP).

Inspections/Searches

The University reserves the right at any time to inspect and search all areas of its facilities and property, including but not limited to desks, workstation, work areas, cabinets, lockers, and other storage devices. These storage devices are provided for the convenience of employees, but remain the sole property of the University. The University also reserves the right under appropriate circumstances to inspect and search items or parcels being brought onto or taken off of University premises. The University may monitor any telephone conversation you have on University owned or controlled equipment, within the limits of applicable law. Any inspection/search conducted by the University or its designee may occur at any time, with or without notice.

A member of the Senior Leadership Team must approve any search or inspection unless it is conducted by Public Safety or police officers under exigent circumstances. Any Public Safety or police officer, administrator, or supervisor may conduct any of the previously listed searches or inspections without prior approval if they are conducted due to an imminent threat or immediate safety concern.

Employees are prohibited from placing any passwords or restrictors on any document, computer or computer software without the prior authority of their supervisor. Any password or restrictor must be revealed to and maintained by a second authorized source. Removing, changing, deleting, or erasing any University information, without the appropriate authorization, is strictly prohibited.

Security

Ohio Wesleyan uses the Blackboard Connect™ emergency contact system to allow Public Safety to quickly notify the campus community of urgent situations with OWU ALERT messages via telephone, email, and text messaging.

Once an emergency is determined—such as severe winter weather—Blackboard Connect will transmit an OWU ALERT message to all specified contact points. Students, faculty, staff, and contract employees with Ohio Wesleyan email addresses may enroll in the system or update their OWU ALERT contact information online.

It is strongly encouraged that all Ohio Wesleyan employees sign up for OWU ALERTS. New employees receive information on how to sign-up for the system during new employee orientation. For more information about the emergency notification system, please visit the Public Safety’s website.

Firearm/Dangerous Weapons

To ensure the University maintains a workplace safe and free of violence for all employees, the University prohibits the possession or use by employees of dangerous weapons on University property or while conducting University business. The only exception to this policy, pursuant to Ohio Revised Code § 2923.1210, is that employees who hold a valid Concealed Handgun License are permitted to have a handgun and ammunition in their personal vehicle on campus, provided that both the handgun and ammunition are stored in a locked trunk, a locked glove box, or in a locked container inside of their locked vehicle, and provided that the vehicle is parked in an area where it is permitted to be parked.

Staff found in violation of this policy will be subject to prompt disciplinary action, up to and including termination. This provision applies to staff, including contract and temporary staff. Also, staff who are aware of violations of this policy are required to report such violations to their supervisor.

“University property” is defined as all University-owned or leased buildings and surrounding areas such as sidewalks, walkways, driveways, and parking lots under the University’s ownership or control. This policy applies to all University-owned or leased vehicles and all vehicles that come onto University property.

“Dangerous weapons” include, but are not limited to, firearms, explosives, knives, and other weapons that might be considered dangerous or that could cause harm. Staff employees are responsible for making sure that any item possessed by the employee is not prohibited by this policy.

The University reserves the right to conduct searches for prohibited weapons on its property or authorize searches for prohibited weapons by law enforcement on its property as it deems necessary to assure the safety of its employees, students, and visitors. The University reserves the right at any time and at its discretion to search all University-owned or leased vehicles and all vehicles, packages, containers, briefcases, purses, lockers, desks, enclosures, and persons entering its property, for the purpose of determining whether any weapon has been brought onto its property or premises in violation of this policy. Staff employees who fail or refuse to promptly permit a search under this policy will be subject to discipline up to and including termination.

Smoking

The University is committed to providing a safe and healthy workplace and to promoting the health and well-being of its staff. As required by applicable local regulations and also motivated by our desire to provide a healthy work environment for our staff, the following smoking policy has been adopted and shall apply to all staff.

Ohio Wesleyan prohibits smoking in all University facilities and/or buildings in order to provide and maintain a safe and healthy work environment. Smoking is defined as the “act of lighting, smoking or carrying a lighted or smoldering cigar, cigarette, electronic cigarette, or pipe of any kind.”

The Smoke-Free Workplace policy applies to:

• All areas of buildings occupied by University employees.

• All vehicles owned or leased by the University.

• All visitors (e.g., customers and vendors) to University premises.

• All contractors and consultants and/or their employees working in University facilities and/or buildings.

• All temporary employees, including interns and seasonal staff.

Staff wishing to smoke should do so during their break times, outside University buildings. The University does not allow smoking immediately adjacent to doors and windows. If you choose to smoke outdoors, University policy prohibits smoking in any area of campus where secondhand smoke may enter a University building or reach individuals who do not want to be exposed to it.

Inclement Weather

The university’s inclement weather policy can be found here:

https://www.owu.edu/student-life/department-of-public-safety/inclement-weather/

If a Level 3 Snow Emergency is declared in Delaware County, Ohio Wesleyan will close for in-person work. Faculty and staff in non-essential service areas will be instructed not to report to campus. In case of a Level 3 event, faculty will determine whether to hold classes remotely, and staff should consult with their supervisors regarding remote work.