This hasn’t come up for us, but it sounds like the company may be confusing workplace with workforce. To give an example, alcohol is legal and employees generally have a right
to drink alcohol at home when not at work or on call. However, employers have a right to ban alcohol from work premises, consumption of alcohol while at work or on call and to have a policy against showing up to work drunk. So I am not sure why this would
be a problem for the company unless they are saying that they allow employees to come to work high, bring drugs to work or use drugs while working?
Jessica Ruth Moise
Grants and Contracts Officer
Senior Associate Dean for Sponsored Programs
Icahn School of Medicine at Mount Sinai
(formerly Mount Sinai School of Medicine)
(212) 824-8300
(212) 241-3294 (fax)
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From: Stephanie Cassavaugh - scassavau at coastal.edu (via resadm-l list) <xxxxxx@lists.healthresearch.org>
Sent: Tuesday, July 30, 2024 10:02 AM
To: xxxxxx@LISTS.HEALTHRESEARCH.ORG
Subject: [RESADM-L] Question for public universities that contract with Cayuse
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Good morning!
We have had Cayuse for five years and are trying to renew our contract and have run into a major issue with state law requiring certifications of drug-free workplaces and Cayuse (understandably)
is not in a position to sign this as a company headquartered in Washington state.
Has anyone else run into this and how was it resolved at your institution?
Thanks for any guidance you can provide!
~Stephanie
Stephanie J. Cassavaugh
Director & IRB Administrator
843.349.5030
“When it’s obvious that the goals cannot be reached, don't adjust the goals, adjust the action steps.”
~Confucius
P
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