Addiction. The University of California's Policy on Substance Abuse states that the University strives to maintain campus communities and worksites free from illegal use, possession, or distribution of alcohol. Unlawful manufacture, distribution, dispensing, possession, use, or sale of alcohol by University employees in the workplace, or University premises, at official University functions, or on University business, is prohibited. In addition, employees shall not use illegal substances or abuse legal substances in a manner that impairs work performance, scholarly activities, or student life. The University recognizes dependency on alcohol and other drugs as a treatable condition and offers programs and services for employees with substance dependency problems. Employees (including student employees) are encouraged to seek assistance from Employee Support Programs, health centers, and counseling or psychological services available on campus. Information obtained regarding an employee during participation in such programs or services will be treated as confidential.

To learn more about Employee Support Programs at Berkeley, please visit the Be Well at Work website.

Employees found to be in violation of the Policy on Substance Abuse, including student employees, may be subject to corrective action up to and including dismissal, or may be required to satisfactorily participate in an Employee Support Program.

Advertising. In accordance with campus policy, alcoholic beverages may not be advertised or promoted either on the Berkeley campus or at off-campus activities or events sponsored by campus units or campus-recognized groups and attended by students. Campus-recognized groups include organizations of students, employees, or alumni that are registered with the campus or that use the name of either the University of California or the Berkeley campus.

ResearchFederal and state laws govern the purchase, storage, control, and use of alcohol by educational institutions. Regents' Business & Finance Bulletin BUS-2 addresses requirements for obtaining alcohol for research and clinical purposes on a tax-free basis, and summarizes the associated safeguards.

The Federal Drug-Free Workplace Act of 1988 and the State Drug-Free Workplace Act of 1990 require that University employees directly engaged in the performance of work on a federal or state contract or grant must abide by the applicable policy as a condition of employment.

Employees working on federal contracts and grants shall notify the University within five calendar days if they are convicted of any criminal drug statute violation occurring in the workplace or while on University business. This requirement also applies to all indirect charge employees who perform support or overhead functions related to the federal contract or grant and for which the federal government pays its share of expenses, unless the employee's impact or involvement is insignificant to the performance of the contract or grant. The University is required to notify the federal contracting or granting agency within ten calendar days of receiving notice of such conviction and to take appropriate corrective action or to require the employee to participate satisfactorily in available counseling, treatment, and approved substance-abuse assistance or rehabilitation programs within thirty calendar days of having received notice of such conviction.