Marine Corps Base Camp Lejeune

 

Marine Corps Base Camp Lejeune

"Home of Expeditionary Forces in Readiness"

Drug-Free Workplace Program Information
Executive Order 12564 established the goal of achieving a Drug-Free Federal Workplace and made it a condition of employment for all Federal Employees to refrain from using illegal drugs on or off duty.

The DFWP is a drug testing program that is balanced between providing assistance to employees who are using drugs illegally while making it clear that illegal drug use will not be tolerated.

Marine Corps Installation East is a drug-free workplace and has a robust program to both assist and ensure the security and safety of all employees, patrons and federal property and assets. The program has three components: (1). Education and Training; (2). Drug Testing; and (3). Employee Assistance.
Education and Training
All employees are mandated to complete annual Drug-Free Workplace either on-line or classroom training. For reservations for classroom training please call, 910-451-9175, Workforce Learning Center, Building 524. Employees are educated on the Drug-Free Workplace program, procedures as well as trends in drug usage.

2012 Drug-Free Workplace Mandatory Training Calendar

2012 Drug-Free Workplace Online Mandatory Training
Drug Testing
All Federal Employees are subject to drug testing. Positive test results subjects the employee to disciplinary action up to removal from employment, depending on the nature and number of the offense. The following are the six types of drug testing:

Random Testing - Employees who occupy a “Testing Designated Position” will be randomly selected for drug testing without notice.

Pre-employment Testing - Drug testing is required of all individuals tentatively selected for employment who will be in a Testing Designated Position. Applicants who use illegal drugs will be screened out during the Pre-employment process.

Accident or Unsafe Practice Testing - Authorized drug testing of any employee involved in an on-the-job accident or who engages in unsafe, on duty, or job-related activity.

Reasonable Suspicion Testing - Drug testing is conducted when management has reason to believe an employee may be using illegal drugs. The suspicion can be based on facts such as observed drug usage, possession, or physical evidence such as being under the influence of drugs.

Voluntary Testing - Any employee who volunteers to participate in the unannounced random drug testing program.

Follow-Up Testing - Is the testing of employees who undergo a counseling or rehabilitation program for illegal drug use through the Civilian Employee Assistance Program (CEAP). The employees are subject to unannounced testing following the completion of the program for a minimum period of one year.
Employee Assistance
Civilian Employment Assistance Program (CEAP). The CEAP plays an important role in preventing and resolving drug abuse problems. Employees are encouraged to voluntarily seek assistance from CEAP. The CEAP staff provides information and advice to supervisors, and confronts employees who are referred to the Program who have performance/conduct problems. CEAP also makes referrals to appropriate treatment and rehabilitation facilities. CEAP provides follow-up counseling to individuals during rehabilitation to track progress and encourage recovery. The responsibility of the cost lies with the employee and the Health benefits carrier under the terms of coverage in the contract with the insurance carrier. The CEAP is administered separately from the drug testing program. It is available to all employees without regard to a finding of illegal drug use.

Safe Harbor. Executive Order 12564 allows agencies to provide an opportunity for assistance to employees who voluntarily seek treatment for drug use. “Safe Harbor” insulates the employee from discipline for admitted acts of using illegal drugs where the agency is unaware of such use. Under Safe Harbor, “The Department of the Navy” will not initiate disciplinary action against an employee who meets the following conditions: Voluntarily identifies him/herself as a user through CEAP; Employee will obtain counseling and rehabilitation through CEAP; and refrain from using illegal drugs. Note: A employee who admits to illegal drug use after being notified that he/she is scheduled for a drug test or just after a sample is collected, or who is found to use illegal drugs on the basis of other appropriate evidence obtained from a criminal conviction, is not eligible for Safe Harbor.
Contacts
Geri G. Haga, MA
Regional Drug Program Coordinator
910-451-0376
geri.haga@usmc.mil

Ruth Morris
Office Automation Clerk
910-451-8426
ruth.morris@usmc.mil
Resources
 Title