Loyola University Maryland

Office of Human Resources

2010-2012 Drug and Alcohol Biennial Review

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Drug Free Schools Act

2010-2012 – Loyola University Maryland

Biennial Review of Effectiveness of Drug and Alcohol Employee Programs - October 2012



The Loyola University Drug and Alcohol Policies for Faculty and Staff are reviewed with all new hires at their orientation. The Drug and Alcohol Policies, Health Information, Services and Benefits for Faculty, Administrators, and Staff are sent out to all employees on an annual basis.


Support Services and Reporting Violations:

Loyola’s Employee Assistance Program (EAP): includes on-site work/life sessions, assessment, counseling and referral services that are free and confidential to employees and family members residing in their households. Services are available to benefits-eligible faculty and staff. The EAP provides short-term assistance in a confidential and professional manner to help with a variety of personal and career-related issues. The plan offers assistance with workplace conflicts, marital or family problems, emotional distress (depression, stress), alcohol abuse, drug abuse, legal issues, locating child and elder care, financial counseling and other personal difficulties. There is no cost to eligible employees for the services provided. Five free counseling sessions are provided per problem area. If outside referral services are recommended, fees charged by those professionals are the responsibility of the employee in coordination with the employee’s health insurance. EAP services are available 24 hours a day, 7 days a week.


Reporting to Supervisors, Human Resources or Anonymously: All members of the University Community are encouraged to report any behavior in violation of the law or University policy promptly. This includes but is not limited to drug or alcohol policy violations. Faculty, staff or others can report incidents directly to their supervisor or chair, to human resources, or through Ethics Point. If any faculty, staff, administrator, or other has information about behavior in violation of the law or University policy, the preferred method of reporting these concerns is to speak with a supervisor or an appropriate person in the department that has oversight authority for the policy or activity to which the concern relates. Those uncomfortable talking directly with supervisors or managers, may contact the University’s Ethics Point. The Ethics Point provides a confidential, anonymous mechanism for reporting concerns about any aspect of University compliance that one may is uncomfortable raising through regular channels. Anonymous reports may be filed by calling 888-263-8680, or via the website at:  https://secure.ethicspoint.com/domain/en/report_company.asp?clientid=18799#.


Additional Support:

Employees may visit the Campus Health Center, the Counseling Center, Campus Safety, and Alcohol and Drug Education Support Services for additional support as needed.


Training and Promotion of Work/Life Support Services

  • Six Work/Life Balance sessions were held over the two year period.
  • EAP is promoted at the benefits fairs, and to supervisors and employees as employee relations issues occur.
  • There is new HR Leadership and Work/Life and Wellness Programs will become a priority beginning FY14, with a new Wellness Program Re-launch.


Drug and Alcohol Related Violations and Sanctions:

EAP data: Includes assessment and referrals for employees and families for Loyola for the 2011-2012 reporting period.


Individual utilization of EAP services for Drug or Alcohol issues for the reporting period:



Alcohol or Drug



Human Resources Employee Relations Data: Information regarding faculty, staff or administrators who may have been involved in a drug or alcohol related violation or incident. Incidents were investigated with appropriate action taken.


2010-2012 Reported




1 separated employment



2 N/A (unfounded)


Transportation: Commercial Driver’s License: Random Drug screens:


# Positive drug tests










Programs have proven effective to date. With the new HR leadership, more emphasis will be placed on wellness programming, stronger orientation programs and additional work/life balance training.