HR Drug and Alcohol Policy

DRUG AND ALCOHOL POLICY AND EMPLOYEE ACKNOWLEDGEMENT

PERSONAL INFORMATION

POSITION INFORMATION

Reporting Manager:    Start Date:    Employment Status:

POLICY PURPOSE AND SCOPE

Purpose: To maintain a safe, healthy and productive workplace by prohibiting the use, possession, distribution, sale or impaired performance resulting from alcohol, illegal drugs, controlled substances, or the misuse of prescribed medications while engaged in company business or on company premises.

Scope: This policy applies to all employees, contractors, temporary staff, volunteers, and applicants for positions with the organization. Employees assigned to safety-sensitive functions are subject to additional provisions for testing and monitoring as described below.

DEFINITIONS

"Legal drug" means a substance that may be legally obtained with a prescription and used in the manner prescribed. "Illegal drug" means a controlled substance which is prohibited by law or not prescribed for the individual. "Impairment" means any demonstrable reduction in an employee's ability to perform job duties safely and competently.

PROHIBITED CONDUCT

Employees are prohibited from: (a) Reporting for duty or performing work while impaired by alcohol or drugs; (b) Possessing, distributing, manufacturing, or dispensing illegal drugs or alcohol on company premises or in company vehicles; (c) Refusing to submit to a required test under this policy.

TESTING AND INVESTIGATIVE CIRCUMSTANCES

The company will require drug and/or alcohol testing under the following circumstances: pre-employment (for applicants offered conditional employment), reasonable suspicion, post-accident, return-to-duty, follow-up testing, and random testing where applicable. Testing procedures will conform to industry standards for specimen collection, chain of custody, and laboratory analysis.

Types of testing authorized (check all that apply): Pre-employment Reasonable suspicion Post-accident Random Return-to-duty Follow-up

TESTING PROCEDURES AND RESULT HANDLING

All specimen collection will be conducted by trained collectors using documented chain-of-custody procedures. Positive screening results will be confirmed by a certified laboratory. An employee with a confirmed positive test will be notified and provided an opportunity to submit information to a Medical Review Officer for consideration, including documented prescription medications.

MEDICAL USES AND ACCOMMODATION

The company recognizes the legitimate use of prescription medications. Employees must notify Human Resources if a prescribed medication may affect their ability to perform job duties safely. The company will evaluate requests for reasonable accommodation on a case-by-case basis in accordance with applicable law.

CONFIDENTIALITY

Test results, medical information, and related records will be maintained confidentially and disclosed only to those with a legitimate need to know, as required by law or as necessary for employment decisions.

DISCIPLINE, REHABILITATION, AND RETURN-TO-WORK

Violation of this policy may result in disciplinary action up to and including termination. Employees who test positive or are found in violation may be offered referral to an Employee Assistance Program or a qualified treatment provider where appropriate. Return-to-work following a violation may require a treatment program, a negative return-to-duty test, and enrollment in a follow-up testing plan.

EMPLOYEE RESPONSIBILITIES AND REPORTING

Employees must immediately report to their supervisor any on-the-job use or possession of illegal drugs or alcohol, or any known impairment that could affect safety. Supervisors must document observed behaviors supporting reasonable suspicion and notify Human Resources.

LEGAL COMPLIANCE

This policy will be administered in compliance with applicable federal, state and local laws. Where law imposes more stringent requirements, those requirements shall control; where law provides greater privacy protections, those protections shall be observed.

MANAGER TRAINING AND RESPONSIBILITIES

Managers and supervisors will receive training to recognize signs of impairment, properly document observations, and apply this policy consistently. All determinations of reasonable suspicion must be documented contemporaneously and reviewed by Human Resources.

RECORDS RETENTION

The company will retain testing and related records in accordance with applicable law and internal records retention procedures. Access to records will be limited to authorized personnel.

EMPLOYMENT HISTORY

Provide two most recent employers. Attach additional sheets if necessary.

EDUCATION

REFERENCES

Provide three professional references.

LEGAL DISCLOSURES

At-Will Employment: Employment with the company is at-will and may be terminated by either the employee or the company at any time with or without cause, unless otherwise provided in a written agreement signed by an authorized company representative.

Equal Opportunity: The company provides equal employment opportunities and does not discriminate against applicants or employees on the basis of protected characteristics. This policy will be administered consistent with applicable equal employment opportunity laws.

AUTHORIZATION, CERTIFICATION, AND CONSENT

By signing below, I certify that I have received and read the Drug and Alcohol Policy and that I understand the contents and consequences of the policy.

I authorize the company to conduct drug and alcohol testing as described herein, to obtain and review test results, and to disclose testing information to authorized personnel for legitimate business and safety purposes. I further authorize the company to contact prior employers and listed references for verification of employment history and pertinent safety or performance information.

I certify that all information provided on this form is true and complete to the best of my knowledge. I understand that false statements, omissions, or misrepresentations may result in disciplinary action or termination.

I consent to the release of my testing results and employment verification to the company and its authorized agents for purposes related to this policy and any required employment decisions.

ACKNOWLEDGEMENT STATEMENT

I acknowledge receipt of this policy and understand that compliance is a condition of my employment. I understand that this policy does not create any contractual rights beyond those set forth in applicable law or separate written agreements.

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