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Drug and Alcohol Abuse Prevention Program (DAAPP) for Employees

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Drug and Alcohol Abuse Prevention Program (DAAPP) for Employees

NOVA supports the requirements of the Drug-Free Schools and Communities Act. In support of the College’s drug-free workplace policy, NOVA utilizes a Drug and Alcohol Abuse Prevention Program (DAAPP) for employees to prevent the illicit use of drugs and the abuse of alcohol or inhalants by employees.

DAAPP for Employees Shall
  • Educate employees about alcohol and drug abuse in an effort to encourage responsible decisions around their use;
  • Provide resources for employees who have experienced the consequences of alcohol and drugs;
  • Support employees who are in recovery from substance abuse and addiction;
  • Encourage constructive lifestyles and norms that discourage abuse of alcohol and drugs; and
  • Develop an environment that facilitates alcohol and drug abuse-free lifestyles.

DAAPP Includes the Annual Distribution of the Following to Each Employee:

  • Policy and standards of conduct that clearly prohibit, at a minimum, the unlawful possession, use, or distribution of drugs, alcohol, or inhalants by employees on property or as any part of the District’s activities.
  • A description of the applicable legal sanctions under local, state, and federal law for unlawful possession, use, or distribution of illicit drugs, alcohol and inhalants.
  • A description of the health risks associated with the use of illicit drugs, abuse of alcohol and abuse of inhalants.
  • A description of the drug, alcohol and inhalant counseling, treatment or rehabilitation programs available to employees.
  • A clear statement that the College will impose sanctions on employees (consistent with local, state, and federal law) and a description of the sanctions, up to and including termination of employment and referral for prosecution for violations of the standards of conduct.

The Office of Human Resources is responsible for providing the Drug and Alcohol Abuse Prevention Program for Employees' biennial report to the Administrative Council. Northern Virginia Community College is committed to conducting an annual review of its program to: (a) determine its effectiveness and implement changes if they are needed; (b) ensure that the drug, alcohol and inhalant abuse violations and sanctions are imposed by the College are consistently enforced; and (c) prepare a biennial review report to meet full compliance with the Education Department General Administrative Regulations (EDGAR) 34 CFR Part 86.100.

Operation of DAAPP for Employees

The Office of Human Resources serves as the program coordinator and has complete oversight over the Drug and Alcohol Abuse Prevention Program for Employees including, but not limited to updates and coordination of program information, coordination of the annual notification to employees, and the program biennial review report. DAAPP for Employees will inform all ACC employees about the dangers of drug and alcohol abuse, ways to prevent the abuse, and penalties that may be imposed for drug and alcohol abuse violations. DAAPP is available to all faculty, staff, adjunct and hourly employees. DAAPP for Employees includes the following:

DAAPP for Employees Includes:

  • Annually and by means of electronic mail, employees shall be made aware of the DAAPP for Employees and the associated policy.
  • Employees will be provided the link to the program and policy at the beginning of each academic year.
  • New faculty and staff members will receive a copy of DAAPP for Employees and policy at New Employee Orientation.
  • Adjunct and hourly employees will receive a copy of DAAPP for Employees and associated policy with new hire orientation and paperwork upon hire.
  • In addition to the annual notification, employees shall be offered written material including pamphlets and literature on drug and alcohol abuse. Such material will be available at the Campus Manager and Human Resources departments, and online at the website.
  • The Human Resources department shall present periodic events i.e. partnering with Student Service during Red Ribbon Week and host alcohol awareness and prevention programs such events include, but are not limited to, drug and alcohol abuse prevention professional development training sessions, counseling workshops and wellness events.  These programs will be open to College employees at no charge.
  • Employees shall be advised of the Employee Assistance Program (EAP) which supports employees with concerns about drug and alcohol use and abuse. The EAP shall provide workshops to educate employees about the risks of drugs and alcohol use and abuse and the legal and College penalties.
  • All employees are eligible to participate in the Wellness Program, which encourages employees to engage in fitness activities. This program promotes a healthy lifestyle, away from the pressures or risks of drug and alcohol.

The Office of Human Resources will work with a DAAPP for Employees Committee to determine the effectiveness of the prevention program. The committee will provide a program review utilizing various assessment methods. The Office of Human Resources will present a biennial report to the President’s cabinet, which will be available to all employees on the Human Resources website. 

Requirements

NOVA is dedicated to the health and welfare of its employees and maintains a Drug and Alcohol Prevention Program to address their needs.

Federal Regulatory Requirements

The Drug-Free Schools and Communities Act Amendments of 1989 (Public Law 101-226), requires that the College adopt and implement a program to prevent the unlawful possession, use or distribution of illicit drugs and alcohol by employees. In addition, the Drug-Free Workplace Act of 1988 requires that certain employers take anti-drug initiatives, which may include drug testing. These anti-drug initiatives are requisite for employers subject to the following:

  • The Drug-Free Workplace Act of 1988
  • Defense Department Contract Rules
  • Department of Transportation Regulations

Nothing in the Drug and Alcohol Abuse Prevention Program is intended to conflict with, modify, amend or attempt to alter NOVA's Alcohol and Controlled Substance Policy and Procedures or the Virginia Department of Human Resource Management (DHRM) Alcohol and Other Drugs Policy 1.05, which shall preempt, govern and control in all respects drugs and alcohol in the workplace.

State and Local Regulatory Requirements

In addition to federal requirements, The Commonwealth of Virginia and the Virginia State Alcohol Beverage Control Board have enacted a variety of laws and regulations which govern alcoholic beverages. The unlawful possession, distribution and use of controlled substances and illicit drugs, as defined by the Virginia Drug Control Act, are prohibited in Virginia. In addition, several counties have adopted state and federal codes relative to the unlawful possession or distribution of a controlled substance. Penalties for violating these laws and regulations are included in Appendix A of NOVA's Alcohol and Controlled Substance Policy and Procedures.

Each employee is responsible for reading the materials herein and for understanding the consequences of non-compliance.
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