Drug Free Workplace Policy Summary
Because of our commitment to safeguard the health of our employees and to provide a safe working environment for everyone, we have established a Drug Free Workplace Policy for our Company.
The essential parts of this policy are:
The company prohibits the illegal use, possession, sale, manufacture, or distribution, of drugs, alcohol, or other controlled substances on work premises. It is also against company policy to report to work or to work under the influence of drugs or alcohol.
Drug Testing of Applicants:
- All applicants considered final candidates for a position will be tested for the presence of drugs as part of the application process.
- Applicants will be required to sign the Acknowledgement and Consent to Testing form. If an applicant refuses they will not be considered for employment and the employment application process will terminate.
- If an applicant's test is confirmed positive, the applicant will not be considered for employment at that time and will be informed that they have failed to meet employment requirements.
Testing of Employees:
- Post Accident Testing: Employees who caused or contributed to an accident will be tested.
- Reasonable Suspicion Testing: Employees will be tested when there is a reasonable suspicion that an employee is using or has used drugs or alcohol.
- Supervisor Testing: All employees hired or promoted to a supervisory or managerial position may be tested.
- Follow-up Testing: All employees who have been determined to have used drugs or alcohol and are permitted by the Company to return to work will be subject to unannounced follow-up drug tests.
- Return to Duty Testing: Employees permitted to return to work after a positive drug test will be subject to periodic testing.
- Additional Testing: Additional testing may also be conducted as required by applicable state or federal laws, rules, or regulations or as deemed neccessary by the Company.
- Refusal to Test: Employees who refuse to submit to a test will be terminated.
Alcohol and Drug Use Prohibitions:
- The use, sale, purchase, possession, distribution, or dispensing of drugs or alcohol on duty or on work premises is cause for immediate discharge.
- It is against Company policy to report to work or work under the influence of alcohol or drugs. Employees who violate this policy are subject to discipline up to and including discharge. In the case of a first-time violation of the Company's policy, including a positive drug or alcohol test result (without evidence of use, sale possession, distribution, dispensation, or purchase of drugs or alcohol on work premises or while on duty), the employee will be subjext to discipline up to and including discharge.
- For the purpose of this policy an individual is presumed to be under the influence of alcohol or drugs if an alcohol or drug test is positive.
- The Company may suspend employees without pay under this policy pending the results of a drug test or investigation.
All information, interviews, reports, statement memoranda and drug test results, written or otherwise, received by the company as part of this drug testing program are confidential communication.
A Drug Use Information form if a confidential report which must be filled out by employees before being drug tested. This form permits individuals to list all prescription and non-prescription drugs they are currently using or have used in the last month, as well as any other information they consider relevant to the test.
Prior to testing, employee will be given a list of the most common medications by brand name or common name and chemical name which may alter or affect the drug test.
Any employee who refuses to submit to a drug test may be terminated from employment or otherwise disciplined by the employer. When appropriate, the results of a drug or alcohol test taken pursuant to this policy may be used as evidence to deny an employee medical and indemnity benefits under workers' compensation.
An employee who receives confirmed positive drug test results may contest or explain the result to the employer within five (5) days after written notification of the positive test result.
An employee has the responsibility of notifying the drug testing laboratory of any administrative or civil action brought regarding the test. The lab will maintain the sample until the case of administrative appeal is settled.
The following is a list of all drugs (described by brans name, common name and/or chemical name) for which the employer may test:
Alcohol (booze, drink)
Amphetamines (Binhetamine, Desoxyn, Dexedrine)
Cannabinoids (marijuana, hashish, hash, hash oil, pot, joint, roach, spleaf, grass, weed, reefer)
Cocaine (coke, blow, nose candy, snow, flake, crack)
Phencyclidine (PCP, angel dust, hog)
Opiates (opium, dover's powder, paregoric, parepectolin)
Barbiturates (Phenobarbital, Tuinal, Amytal)
Benzodiazophines (Ativan, Azene, Clonopin, Dalmane, Diazepam, Halcion, Librim, Poxipam, Restoril, Serax, Tranxene, Valium, Vertron, Xanax)
Methodone (Dolophine, Methadose)
Propoxyphene (Darvocet, Darvon N, Dolene)
Employees have the right to consult the testing laboratory for technical information regarding prescription and non-prescription medication.
To ensure that drugs and alcohol do not enter or affect the workplace, the company reserves the right to search all containers, lockers, or other items on work premises in furtherance of this policy. Individuals may be requested to display personal property for visual inspection upon company request.
Failure to consent to search or display for visual inspection will be grounds for termination or reason for denial of access to work premises by any others.
Searches of employee's personal property will take place only in the employee's presence. All searches under this policy will occur with the utmost discretion and consideration for the employees involved.
Details of this policy may be obtained from a company officer or manager.
The contents of these drug and alcohol guidelines are presented as statements of the company's current policy and may be changed and updated by the company. These guidelines are not intended to create a contract between the company and any employee. Nothing in these guidelines binds the company to a specific or definite period of employment or to any specific policies, procedures, actions, rules, or terms and conditions of employment.
Employees, as a condition or employment, are required to abide by these guidelines.