PERSONNEL EMPLOYEE ALCOHOLISM AND DRUG ABUSE PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-00052R000100080049-7
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 8
• Document Creation Date: December 15, 2016
• Document Release Date: November 20, 2003
• Sequence Number: 49
• Content Type: REGULATION

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EMPLOYEE ALCOHOLISM AND DRUG ABUSE PROGRAM
1. GENERAL
a. Public Law 91-616, approved 31 December 1970, and Public Law 92-255,
approved 21 March 1972, require respectively that Federal agencies
develop and maintain appropriate prevention, treatment, and rehabili-
tation programs and services for alcohol or other drug abuse among
their employees.
b. As an employer, the Agency is concerned with the accomplishment of
Agency missions and the requisite need to maintain employee pro-
ductivity. When an employee's use of drugs interferes with the
efficient and safe performance of his assigned duties, reduces
his dependability or reflects discredit on the Agency, Agency
managers will take action in the form of (1) nondisciplinary pro-
cedures under which an employee with an alcohol or other drug abuse
problem is offered rehabilitative assistance and (2) failing response
which results in acceptable work performance, invoking regular
disciplinary procedures for dealing with problem employees. If,
however, the employee is identified as an illicit drug user appropriate
administrative action will be taken which may result in suspension
and in certain cases dismissal from the Agency. The special security
requirements of the Central Intelligence Agency make it imperative
that employees be alert to the problems of alcoholism or other drug
abuse, and that effective action is taken to resolve these problems.
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2. DEFINITIONS
a. Alcoholism: A chronic disease characterized by repeated excessive
drinking which interferes with the individual's health, interpersonal
relations, or economic functioning. If untreated, alcoholism becomes
more severe and may be fatal. It may take several years to reach the
chronic phase.
b. Alcoholic: An individual who has the illness alcoholism. His
drinking is out of control and is self-destructive in many different
ways. The term "recovered alcoholic" also describes the person who
has undergone rehabilitation and whose disease has been arrested
through abstinence.
c. Problem Drinker: To management, a problem drinker is any employee
whose use of alcohol affects his work adversely.
d. Drug Abuse: A health problem characterized by the use of a drug in
a manner or to a degree which interferes with the individual's
health, interpersonal relations, economic functioning, or societal
standing.
3. POLICY
a. This Agency recognizes drug abuse as a treatable health problem.
b. For the purposes of policy, drug abuse is a health problem in which
the employee's job performance is impaired as a direct consequence of
the use of alcohol or other drugs.
c. Employees with a drug abuse problem will receive the same careful
consideration and offer of assistance that is extended to employees
having any other illness or health problem. The Agency cannot condone
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PERSONNEL HR
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employee drug activity which is contrary to law, and will take
appropriate administrative action which may result in suspension
and/or dismissal from the Agency.
d. Employees who suspect they may have an alcohol or other drug abuse
problem, even in the early stages, are encouraged to voluntarily seek
counseling and information from the Office of Medical Services. The
Agency will provide appropriate assistance within its official capabilities
as long as the employee is willing to recognize .that he has a problem
and is willing to cooperate in a program for rehabilitation.
e. The confidential nature of medical counseling records of employees with
other
alcohol or/drug abuse problems will be preserved__in.the same manner
as all other such records.
f. Sick leave will be granted for the purpose of treatment or rehabilitation
as in any other illness or health problem.
4. RESPONSIBILITIES
a. Employees
Each employee should conduct his personal life in such a manner that
the use of alcohol or other drugs does not in any way affect the perform-
ance of his official duties or reflect discredit on the Agency. If an
employee has an alcohol or other drug'abuse problem he is expected to
seek help in bringing it under control. The employee may consult
directly with the Office of Medical Services for the purpose of re-
ceiving professional assistance.
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b. Supervisors
(1) Legitimately, supervisors have fairly explicit expectations of
their employees in terms of job performance and behavior. When
employees fail to fulfill these expectations, supervisors have
both the right and the duty to confront them with the deficiencies,
and to provide them with opportunities to correct the problems,
regardless of their genesis. Dealing with poor performance is
a basic supervisory responsibility. Early. intervention will
generally be most helpful in returning employees to productivity.
When alcohol or other drug abuse problems are underlying factors in
poor performance, timely intervention may also lead to early,
even life-saving identification and treatment of the illness or
health problem.
(2) In summary, supervisors should:
(a) Be alert, through continuing observation, to changes in
the work and/or behavior of assigned employees.
(b) Document specific instances where an employee's work
performance, behavior or attendance fails to meet minimum
standards or where the employee's pattern of performance
appears to be deteriorating.
(c) Conduct an interview with the employee focusing on poor
work performance and inform the employee of available
counseling services where there is reason to believe that
poor performance is caused by any personal or health problem.
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(d) When appropriate, advise the Office of Medical Services and/
or the Director of Personnel of the employee's apparent
problem. Supervisors must be able to describe behavior
but should not attempt to diagnose or draw conclusions.
(e) If the employee refuses help, and performance continues to
be unsatisfactory, inform the employee of the consequences
provided for unsatisfactory performance or conduct.
c. Director of Personnel
The Director of Personnel is responsible for administering the Agency's
program for alcohol and other drug abuse. His responsibilities include
bringing education and information to Agency employees, arranging
or conducting supervisory briefings, and establishing liaison with
community alcoholism and other drug abuse programs. Moreover, the
Director of Personnel is responsible for advising supervisors and others
with regard to referring employees with alcohol and other drug problems
to the Office of Medical Services or to other sources of rehabilitation
assistance.
The Director of Personnel is also responsible-for advising supervisors
and others with regard to the appropriate disciplinary action required
in those cases in which employees refuse assistance, or upon advice by
the Director of Medical Services that successful rehabilitation is
unlikely. Upon the advice of the Director of Medical Services, the
Director of Personnel may recommend that the employee be considered
for disability retirement. The Director of Personnel also is
responsible for evaluating the Agency's program for drug abuse and
reporting its results and effectiveness to the Director.
5
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d. Director of Security
The Office of Security will schedule employees and their spouses for
appropriate seminars on drug abuse in conjunction with their processing
for overseas assignments. The Office of Security is responsible for
investigating any cases concerning the use of illicit drugs and
reporting their findings to the Director of Personnel for appropriate
action.
e. Director of Medical Services
The Director of Medical Services is responsible for providing con-
sultative assistance to employees on a self-referral basis. He is
also responsible for providing such assistance to supervisors at
an early point in any potential problem case. In addition, the
Director of Medical Services will provide counseling service and
assist in the rehabilitation of employees who recognize the existence
of an alcohol or other drug problem, and will, when appropriate, review
such cases for possible disability retirement.
FOR THE DIRECTOR OF CENTRAL INTELLIGENCE:
JOHN F. BLAKE
Deputy Director
for
Administration
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24. EMPLOYEE ALCOHOLISM AND DRUG ABUSE PROGRAM
a. As an employer, the Agency is concerned with the accomplishment
of Agency missions and the requisite need to maintain employee pro-
ductivity. When an employee's use of alcohol or other drugs interfers
with the efficient and safe performance of his assigned duties, reduces
his dependability or reflects discredit on the Agency, Agency managers
will take action in the form of (1) nondisciplinary procedures under
which an employee with an alcohol or other drug abuse problem is offered
rehabilitation assistance and (2) failing response which results in
acceptable work performance, invoking regular disciplinary procedures
for dealing with problem employees. If, however, the employee is
identified as an illicit drug user, appropriate administrative action
will be taken which may result in suspension and in certain cases dis-
missal from the Agency. The special security requirements of the
Central Intelligence Agency make it imperative that employees be alert
to the problems of alcoholism or other drug abuse, and that management
take effective action to resolve these problems.
b. The Agency recognizes drug abuse as a treatable health problem.
For the purposes of policy, drug abuse is a health problem in which
the employee's job performance is impaired as a direct consequence of
the use of alcohol or other drugs. Employees with a drug abuse problem
will receive the same careful consideration and offer of assistance
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CONFIDENTIAL
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that is extended to employees having any other illness or health pro-
blem. The Agency cannot condone employee drug activity which is contrary
to law, and will take appropriate administrative action.
c. Employees who suspect they may have an alcohol or drug abuse
problem, even in the early stages, are encouraged to voluntarily seek
counseling and information from the Office of Medical Services. The
Agency will provide appropriate assistance within its official cap-
abilities as long as the employee is willing to recognize that he has
a problem and is willing to cooeprate in a program for rehabilitation.
(HR
Employee Alcoholism and Drug Abuse Program)
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