Drug and Alcohol Policy
We are committed to providing and maintaining a workplace that is safe and productive. To that end, our company does not tolerate the possession, sale, or use of illegal drugs, the improper possession, sale, or use of other controlled substances, or the possession, sale, or use of alcohol while at work or engaged in work-related activities. In addition, employees are required to report to workable to competently and safely perform their job duties.
All employees are responsible for upholding this policy.
All employees are prohibited from manufacturing, cultivating, distributing, dispensing, possessing or using illegal drugs or other unauthorized or mind-altering or intoxicating substances while on company property (including parking areas and grounds), or while otherwise performing their work duties away from company premises. Included within this prohibition are lawful controlled substances that have been illegally or improperly obtained. This policy does not prohibit the possession and proper use of lawfully prescribed drugs taken in accordance with the prescription.
Employees are also prohibited from having any such illegal or unauthorized controlled substances in their system while at work (including marijuana, regardless of a prescription) and from having excessive amounts of an otherwise lawful controlled substance in their systems.
This policy does not apply to the authorized dispensation, distribution, or possession of legal drugs where such activity is a necessary part of an employee’s assigned duties.
All employees are prohibited from distributing, dispensing, possessing, or using alcohol while at work or on duty. Furthermore, off-duty alcohol use, while generally not prohibited by this policy, must not interfere with an employee’s ability to perform the essential functions of his or her job.
With the exception of medically prescribed marijuana, the proper use of medication prescribed by your physician is not prohibited; however, we do prohibit the misuse of prescribed medication. Employees’ drug use may affect their job performance, such as by causing dizziness or drowsiness. Employees are required to disclose any medication that may cause a risk of harm to the employee or to others in performing their job duties. It is each employee’s responsibility to determine from his or her physician whether a prescribed drug may impair job performance.
Notification of Impairment
It shall be the responsibility of each employee who observes or has knowledge of another employee in a condition that impairs the employee in the performance of his or her job duties, or who presents a hazard to the safety and welfare of others, or is otherwise in violation of this policy, to promptly report that fact to his or her immediate supervisor.
Applicants may be tested after they receive a conditional offer of employment.
Employees may be required to submit to drug/alcohol screening whenever we have a reasonable suspicion that an employee violated any of the rules set forth in this policy. Reasonable suspicion may arise from, among other factors, supervisory observation, co-worker reports or complaints, performance decline, attendance or behavioral changes, results of drug searches or other detection methods, or involvement in a work-related injury or accident.
In addition, employees in safety-sensitive positions may be tested on a random or periodic basis and various job classifications are categorically subject to random or periodic drug testing to the extent permitted by applicable state and federal laws.
Violation of this policy or any of its provisions may result in disciplinary action up to and including termination of employment.
To enforce this policy, we may investigate potential violations and require employees to undergo drug/alcohol screening, including urinalysis, blood tests or other appropriate tests and, where appropriate, searches of all areas of the company’s physical premises, including work areas, personal articles, employees’ clothes, desks, work stations, lockers, and personal and company vehicles. Employees who refuse to cooperate with searches or investigations, refuse to submit to screening or fail to execute consent forms when required by us will be subject to disciplinary action up to and including termination of employment.
When a manager or supervisor has reasonable suspicion that an employee has violated this policy, the supervisor, or his or her designee, may inspect vehicles, lockers, work areas, desks, purses, briefcases, backpacks, and other locations or articles without prior notice to ensure a work environment free of prohibited substances. An employee may be asked to be present and remove a personal lock from a locker or locked container. A locked locker or container does not prevent us from searching such an article. Employees, therefore, should have no expectation of privacy for personal belongings brought onto company premises and locked in a locker or locked container. When an employee is not present or refuses to remove a personal lock, a member of management may do so for the employee and compensate the employee for the lock.
What Happens When an Employee Tests Positive for Prohibited Substances
All employees who test positive in a confirmed substance test will be subject to disciplinary action up to and including termination.
When applicable by state, federal law, and the overall size of our company, we will provide reasonable accommodations to employees who abuse alcohol or drugs by providing unpaid leave to enroll in a qualified treatment program. Employees may use accrued, unused sick leave when taking leave under this policy. Failure to enter, remain, or successfully complete a qualified treatment program may result in termination of employment. Confidentiality of records and information will be maintained in accordance with all local, state, and federal laws.
Entrance into a treatment program does not relieve an employee of the obligation to satisfy our standards regarding employee performance, and participation will not prevent us from administering discipline for violation of its policies or relieve the employee of his or her responsibility to perform his or her job in a safe and efficient manner. We may require any employee who has gone through substance abuse treatment to be evaluated by a Company-selected physician before being allowed to return to work.
*Courtesy of SHRM