Drug Free and Alcohol Free Workplace
The Company prohibits employees from unlawfully manufacturing, distributing, dispensing, selling, transferring, using, or possessing illegal drugs, and/or other non-prescribed substances on The Company’s premises or while working. Any employee who is found in violation of this policy will be subject to disciplinary action, up to and including immediate termination, per applicable state law.
All employees are forbidden from using or possessing illegal drugs, marijuana, or alcohol at any time on The Company’s premises. If an employee is taking prescription or non-prescription medication that may affect the employee’s ability to safely and efficiently perform his or her job, the employee must promptly advise Human Resources so that appropriate options may be considered. In addition, employees shall not report to work while under the influence of marijuana or alcohol. The only exception to the above policy is that employees may from time to time consume alcohol at company-related functions, including receptions, dinners, and so on. In such cases, employees should consume alcohol in moderation, behave in a responsible manner, and represent The Company well. Employees who abuse alcohol or other drugs at work-related functions will be subject to disciplinary action, up to and including immediate termination.
The Company requires a drug screen for all candidates who have accepted an offer of employment. Any offer from The Company is contingent upon passing a drug screen. In certain situations, The Company may require an employee to undergo a drug and/or alcohol test. Employees suspected of violating this policy (“reasonable suspicion” testing), or who are involved in a workplace accident, may be requested to undergo drug and/or alcohol testing (“post-accident” testing). Failure to satisfactorily pass the test or refusal to submit to drug or alcohol testing when requested by The Company will be grounds for discipline, up to and including immediate termination, per applicable law. Such disciplinary action is in place for an employee’s entire term of employment. For more details, please contact Human Resources.
The Company considers alcoholism and drug addiction to be a medical problem and treats them as such. If you are suffering from alcoholism or drug addition, we encourage you to seek treatment through the group medical plan coverage if you are enrolled, or through the Employee Assistance Program (EAP), a service available to all full- and part-time employees. Participation in any treatment program will not jeopardize your future employment or advancement nor will it protect you from disciplinary action from standard job performance or rule infractions due to your continued use of alcohol or drugs.
Drug Testing Procedures
The Company reserves the right to use any drug test allowed by state law, including but not limited to, breath and urinalysis. The drug test will be performed from specimens collected at a qualified collection site.
The specimen will be analyzed by a certified, professional laboratory (unaffiliated with The Company) for adulterants and including but not limited to the following as allowed by law:
- Cannabinoids (marijuana)
- Phencyclidine (PCP)
- Opiates (heroin, morphine, codine)
- Amphetamines (stimulants such as Meth, Benzedrine & Dridex)
- Alcohol (with reasonable suspicion or accident)
If an employee is on an over-the-counter or prescription medication that may impact the drug or alcohol test, the employee must provide a list of medicines they are taking and report them to the lab representative prior to testing so that they are considered when analyzing and reporting the results.
When a test result is positive, The Company shall inform the employee or applicant in writing, by certified mail return receipt requested, of the (a) test results, (b) the right of the employee to request a second confirmatory test within seven days of the date the letter was sent and (c) the fee payable by the employee for the costs of a second confirmatory test. In the event of a negative second confirmatory test, the employee will be reimbursed by the employer for testing expenses, and the test cannot be considered a positive test for the purposes of disciplinary action.
In the event of a positive confirmatory test result:
- A prospective employee will not be hired.
- Submit in writing within seven (7) business days after the notice of the confirmatory test result a request to obtain a confirmatory retest (at the employee’s personal expense).
- Termination of employment
- Refusal to participate in the drug screening is treated as a positive result.
If the employee tests positive for alcohol (.02 or higher), has been employed for at least twelve of the preceding eighteen months, and is a first-time violator of the drug policy, the employee must agree to receive rehabilitation. Refusal to receive rehabilitation is grounds for termination.