Article 28 – ALCOHOL/DRUG ABUSE POLICY
We believe that a working environment unaffected by alcohol and drugs fosters safety, quality, service, and productivity, and is in the best interest of all employees. Every employee shares in the responsibility to support a drug and alcohol-free work environment. The following policy and rules on alcohol and drug abuse are aimed toward reaching this goal: Section 1. Possession, use or offering of alcohol or drugs while on the job, in Company vehicles or on Company premises is prohibited. Violation of this policy will constitute grounds for immediate termination of employment. Section 2. “Drugs” are defined to include both “illegally-used controlled substances” (illegal drugs or other controlled substances as defined under state or federal law, including narcotic and non-narcotic drugs, and prescription drugs used abusively) and “non-controlled” (over-the-counter) medicines if they render one unfit for duty. Additionally, the abuse of any substance for the purpose of achieving a drug-like effect will fall under a prohibition against “drugs”. “Possession” includes the presence of drugs or alcohol in the possession or control of the employee or in the employee’s desk, locker, toolbox, lunchbox, automobile on Company property or other personal items. Section 3. An employee who reports to work or who is observed at work under the influence of alcohol or drugs, or who is incapable of safety performing his/her job, will be subject to disciplinary action which may include termination of employment. “Under the influence” includes the presence of any alcohol or drug in the body, which may be verified by laboratory tests, or impairment to any degree, which may be verified by appropriate field tests. Section 4. An employee who, under a proper medical authority, is taking prescription drugs or other medication which may affect his/her ability to work safely is responsible for bringing this matter to his/her supervisor’s attention before beginning work. Whether or not an employee is taking a prescription drug, non-prescription drug, or other medication, and the employee who reports to work or who is observed at work under the influence of alcohol or drugs, or who is incapable of safely performing his/her job, who has not made his/her supervisor aware, may, depending upon the circumstances, be subject to disciplinary action which may include termination of employment. Section 5. The Company will take reasonable steps to search for and detect use of, possession of, and impairment by alcohol and drugs. Because we are committed to maintaining a drug and alcohol-free working environment, prior to making a job offer, applicants for employment will be screened to avoid hiring persons who use drugs or who abuse alcohol. In addition, the Company may
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require any employee suspected of being under the influence of alcohol or drugs to submit to a breath test, blood test or urinalysis by company designated physician or qualified laboratory facility. Employees involved in work-related accidents will be tested for drugs and alcohol as part of management’s investigation of the accident. If an employee tests positive for drugs and/or alcohol under the circumstances above, the employee will be subjected to a twelve-month probationary period during which time he/she may be tested at any time. The Company will subscribe to a policy of “two strikes and you are out”. Two incidents of positive alcohol and/or drug tests will result in termination of employment. This is effective for the duration of employment and applies to drug/alcohol tests administered for any reason. Section 6. The Company will work actively to educate employees about the drug and alcohol problem by working closely with employee groups and unions representing its employees. The Company will strive to develop a cooperative approach with all employees in dealing with the problem of drugs and alcohol. Section 7. The Company offers various Employee Assistance Programs to help employees and their families with alcohol and drug related problems, as well as other personal problems. All employees are encouraged to seek assistance for alcohol and drug abuse or other personal problems. Participation in these programs is voluntary, and assistance is provided on a confidential basis. However, participation does not relieve employees of their responsibility to comply with the Company’s alcohol and drug rules and to meet work performance requirements.
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ALCOHOL/DRUG ABUSE POLICY (Article 28)
We believe that a drug-free workplace promotes safety, quality, service, and productivity, and that it is in the best interests of all employees. Every employee bears responsibility for promoting a drug- and alcohol-free workplace. To achieve this goal, the following policy and rules on alcohol and drug abuse are in place: Section 1: It is illegal to possess, use, or offer alcohol or drugs while on the job, in Company vehicles, or on Company property. Violations of this policy will result in immediate termination from the company. Section 2. “Drugs” are defined to include both “illegally-used controlled substances” (illegal drugs or other controlled substances as defined under state or federal law, including narcotic and non-narcotic drugs
