Employee Drug & Alcohol Policy

EMPLOYEE DRUG & ALCOHOL POLICY

Personal Information

Position Information

Start Date:

Purpose and Scope

Purpose: The Company maintains a strict drug- and alcohol-free workplace to protect the safety of employees, customers, and the public and to ensure productivity and reliability. This policy establishes prohibitions, testing procedures, and disciplinary actions related to drugs and alcohol.

Scope: This policy applies to all employees, applicants for employment once an offer is extended, contractors and temporary workers while on Company premises, performing Company work, or operating Company vehicles or equipment.

Definitions

Drug: Any controlled substance, illicit drug, or misuse of legal prescription or over-the-counter medication that may impair safe job performance.

Under the influence: Presence of alcohol or drugs in a quantity that impairs or could reasonably be expected to impair the employee’s job performance or safety.

Reasonable suspicion: A belief based on specific, objective, contemporaneous observations of the employee’s conduct, speech, appearance, behavior, or work performance, or credible information from a reliable source.

Prohibited Conduct

The following are prohibited while on Company premises, while performing Company duties off-site, in Company vehicles, or during paid or unpaid work time: manufacture, distribution, dispensing, possession, purchase, sale, transfer, or use of illegal drugs; being under the influence of illegal drugs or alcohol; and misuse of prescription or over-the-counter medications that adversely affect job performance or safety.

Testing Requirements

Types of testing: The Company may require drug and/or alcohol testing under any of the following circumstances: pre-employment (after conditional offer), reasonable suspicion, post-accident, random (for safety-sensitive positions), return-to-duty following a violation, and follow-up testing as required by the Company’s treatment program.

Specimen collection and analysis: Testing will be performed by a qualified collection facility and laboratory using recognized chain-of-custody procedures. Confirmatory testing will be conducted for any non-negative initial result. Employees have the right to request that the split specimen be tested at an independent certified laboratory at their own expense, consistent with laboratory procedures.

Alcohol testing cutoff: A confirmed breath alcohol concentration of 0.04% or greater constitutes a violation for safety-sensitive positions; lower thresholds may apply for other positions as determined by Company policy and law.

Medical Marijuana and Prescription Medications

Possession or use of medical marijuana is prohibited to the extent it affects job performance or creates a safety risk. An employee taking lawful prescription medication must notify their supervisor or Human Resources if the medication could impair performance or safety. The Company may require documentation from a treating medical professional and may place limitations on duties while an employee is using medication that may impair performance.

Consequences and Discipline

A confirmed positive test, refusal to submit to testing, tampering with a specimen, or other violation of this policy may result in disciplinary action up to and including termination. Disciplinary decisions will be made on a case-by-case basis, taking into account safety considerations, the nature of the position, the employee’s work history, and applicable law.

Refusal to Test

Refusal to provide a specimen or to cooperate with collection procedures, including failure to appear for a scheduled test, failure to provide adequate sample, or conduct intended to alter or invalidate the test, will be treated as a positive test result and will result in disciplinary action up to termination.

Confidentiality and Recordkeeping

Test results, medical records, and related documentation are treated as confidential medical records and will be maintained separately from personnel files. Access is limited to individuals with a legitimate need to know, such as Human Resources, Company medical review officers, and legal counsel, consistent with applicable law.

Employee Assistance and Return-to-Work

Employees are encouraged to seek assistance for substance abuse problems. The Company may refer employees to an Employee Assistance Program (EAP) or require participation in a treatment program as a condition of return to work following a policy violation. Return-to-duty and follow-up testing requirements must be met prior to resuming safety-sensitive duties.

Procedures for Reasonable Suspicion

A supervisor who observes conduct that may indicate drug or alcohol use will document the observations and, where appropriate, request that the employee submit to testing. Reasonable suspicion determinations will be made without reliance on stereotypes and will be documented in writing.

Acknowledgments, Consents, and Authorizations

By signing this document, the employee acknowledges receipt of the Company’s Employee Drug & Alcohol Policy, understands their obligations under the policy, and consents to testing as described herein. The employee authorizes the release of drug and alcohol test results to the Company’s designated medical review officer, Human Resources, and safety managers for purposes consistent with the administration of this policy.

I acknowledge receipt of the Employee Drug & Alcohol Policy and understand that compliance is a condition of employment.

I consent to submit to drug and alcohol testing in accordance with this policy and applicable law.

I authorize release of test results and related medical information to the Company’s designated representatives for purposes of administering this policy.

I authorize the Company to contact previous employers and relevant references to verify information related to substance misuse findings or fitness for duty, and I consent to background checks consistent with Company procedures.

At-Will Employment and Equal Opportunity

At-Will Employment: Nothing in this policy alters the employment-at-will relationship. Either the employee or the Company may terminate the employment relationship at any time, with or without cause, and with or without notice, subject to applicable law.

Equal Employment Opportunity: The Company provides equal employment opportunity and will not unlawfully discriminate in any employment decision. Reasonable accommodation will be considered in accordance with applicable law for employees with a qualifying disability who are participating in an approved treatment program, provided safety and essential job functions are not compromised.

I acknowledge the At-Will Employment statement and the Company’s Equal Opportunity statement.

Employment History (Most Recent)

Dates Employed:

Employment History (Prior)

Dates Employed:

Education

Graduation Date:

Professional References

Applicant / Employee Certification

I certify that the information provided on this form is true and complete to the best of my knowledge. I understand that any false statements or omissions may result in disciplinary action up to and including termination. I authorize the Company to verify any information provided herein and to obtain the results of any required drug or alcohol tests.

I certify that all information provided is true and complete, and I authorize verification and testing as required by this policy.

Employee Comments

Sign Now