HR Drug Screening Policy

HR Drug Screening Policy

Effective Date:

Purpose

This Drug Screening Policy establishes requirements for pre-employment, reasonable suspicion, post-accident, random, return-to-duty and follow-up testing of employees and applicants to ensure a safe, healthy and productive workplace. The policy describes prohibited conduct, testing procedures, confidentiality protections, and disciplinary measures for violations.

Scope

This policy applies to all company employees, applicants, contractors, and volunteers where applicable. Covered populations include:

Applicants offered conditional employment

Current employees occupying safety-sensitive positions

Employees designated for random testing pool

Employees subject to post-accident testing

Contractors and temporary staff where contract requires

Definitions

"Positive test" means a confirmed laboratory result indicating presence of a prohibited substance at or above established cutoff concentrations. "Reasonable suspicion" means a supervisor's contemporaneous, documented observations of behavior, speech or appearance reasonably indicative of impairment. "Safety-sensitive position" means a role where impairment could reasonably result in harm to persons or property.

Policy Requirements

The Company requires drug and alcohol screening under the following circumstances:

1. Pre-employment: All applicants offered employment in covered positions must complete testing prior to the start of employment. Refusal or a positive confirmed result disqualifies the applicant from hire for the designated position.

2. Reasonable Suspicion: When a trained supervisor documents reasonable suspicion, the employee will be required to submit to immediate testing.

3. Post-Accident: Testing is required when an accident occurs that results in injury, property damage, or where impairment may have contributed to the incident.

4. Random Testing: Employees in the random pool are subject to unannounced selection and testing at a frequency determined by the Company.

5. Return-to-Duty and Follow-Up: After a confirmed positive test and successful completion of required treatment, return-to-duty testing and periodic follow-up tests will be required as a condition of continued employment.

Testing Procedures

All specimen collection will follow published chain-of-custody procedures to preserve sample integrity. Initial screening will be conducted using an immunoassay or equivalent; all non-negative results will be confirmed by a laboratory utilizing chromatographic methods and mass spectrometry when required. A Medical Review Officer (MRO) will review confirmed positive results and provide the employee an opportunity to explain or document legitimate medical use of a tested substance.

Collection Site Location (if applicable):

Substances Tested

The Company screens for a standard panel of substances. The following may be included:

Alcohol (breath or blood)

Amphetamines / Methamphetamine

Opioids (including heroin, morphine, codeine)

Cannabinoids (marijuana)

Cocaine

PCP

Benzodiazepines

Synthetic opioids and designer drugs

Refusal, Tampering and Consequences

A refusal to provide a specimen, attempt to tamper with a specimen, failure to appear for testing without a legitimate reason, or submission of a substituted or adulterated specimen shall be treated as a positive test. Disciplinary measures for a confirmed positive test or refusal may include denial of employment, paid or unpaid suspension, mandatory participation in a treatment program, reassignment, or termination consistent with company policy and applicable law.

Confidentiality and Records

Test results, treatment records, and related documentation will be maintained in secure files separate from the employee's personnel file. Access to drug and alcohol testing records is limited to those with a legitimate need to know. Records will be retained in accordance with applicable legal and regulatory requirements and Company record retention schedules.

Retention Period (years):

Assistance and Rehabilitation

Employees who test positive may be required to participate in an approved treatment or rehabilitation program as a condition of continued employment. Where applicable, the Company will consider reasonable accommodation requests in accordance with law for employees undergoing treatment.

Compliance with Law

This policy will be administered in a manner that complies with federal, state and local laws. Where legal requirements differ from this policy, the Company will apply the standard that affords the greater protection to the employee or is required by law.

Employee Acknowledgment and Information

Personal Information

Position Information

Employment History (Most Recent)

Employment History (Prior)

Education

References

Legal Disclosures

At-Will Employment Statement: Employment with the Company is on an at-will basis. Nothing in this policy or elsewhere constitutes a contract guaranteeing continued employment for any specific term, and either the employee or the Company may terminate the employment relationship at any time, with or without cause or prior notice.

Equal Opportunity Statement: The Company provides equal employment opportunity and will not discriminate on the basis of legally protected characteristics. Drug and alcohol testing will be administered uniformly and in compliance with applicable nondiscrimination requirements.

Authorization and Certification

I certify that all information provided on this form is true and complete to the best of my knowledge. I authorize the Company, its designated collection agent, and laboratory to conduct drug and alcohol testing in accordance with this policy. I further authorize release of test results and necessary medical information to the Medical Review Officer and Company officials with a legitimate need to know for the purpose of administering this policy.

Applicant/Employee Authorization to Contact Prior Employers and Conduct Background Checks: I consent to the Company contacting my previous employers and conducting background checks as necessary to verify employment history and fitness for duty.

Applicant/Employee Certification: I certify that the statements made in this acknowledgment are true and understand that falsification or omission of facts may result in disciplinary action up to and including termination.

Acknowledgement and Additional Comments

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