HR Substance Abuse Policy

HR SUBSTANCE ABUSE POLICY

Policy Statement

The Company is committed to maintaining a safe, healthy, and productive work environment free from the effects of substance abuse. This Policy prohibits the unlawful manufacture, distribution, possession, sale, transfer, or use of controlled substances, illicit drugs, or alcohol on Company premises, in Company vehicles, or while performing Company business. Employees are prohibited from reporting to work or performing job duties while impaired by alcohol or drugs, whether legal, illegal, prescribed, or over-the-counter, when such use adversely affects job performance or safety.

Purpose and Scope

Purpose: To reduce workplace incidents, ensure the safety of employees, protect Company property, and comply with applicable safety obligations. Scope: This Policy applies to all employees, contractors, temporary workers, interns, and applicants for employment.

Definitions

"Controlled substance" means any drug or metabolite thereof prohibited by law or listed by Company as impairing. "Under the influence" means the presence of a substance at a level or in a manner that impairs an employee's ability to perform duties or creates a safety risk. "Safety-sensitive position" means a role where impairment may endanger lives, property, or public safety.

Prohibited Conduct

The following conduct is prohibited:

- Reporting to work or performing duties while impaired by alcohol or any controlled substance, including impairment from legally prescribed medications that adversely affect job performance or safety.
- Possessing, distributing, selling, or using illegal drugs or unauthorized controlled substances on Company premises or during work hours.
- Refusing to submit to a required drug or alcohol test as described in this Policy.

Testing Procedures

The Company may require drug and alcohol testing under the following circumstances: pre-employment, reasonable suspicion, post-accident, random (where applicable), return-to-duty, and follow-up testing. Tests may include urine, blood, breath, saliva, or other accepted specimen collection methods. Reasonable suspicion testing must be based on documented observations by a trained supervisor.

Pre-Employment: Applicants selected for hire may be required to submit to testing as a condition of employment. A verified positive test will result in withdrawal of the offer, subject to applicable law.

Reasonable Suspicion: When a trained supervisor documents articulable facts and observations that an employee may be impaired, the employee will be removed from duty and required to submit to testing.

Post-Accident: Employees involved in workplace accidents that result in injury or significant property damage may be required to undergo testing.

Random: Where random testing is utilized, selections will be made by a neutral method and tests conducted without advance notice.

Collection, Chain of Custody & Confirmation

Specimen collection will follow documented chain-of-custody procedures to preserve sample integrity. Initial positive screening results will be confirmed by a scientifically accepted confirmatory method. Medical Review Officer (MRO) review or equivalent will occur before any positive result is reported to the Company. Employees may provide information on prescription medications or legitimate medical explanations prior to final determination.

Discipline, Rehabilitation & Return-to-Duty

Consequences for policy violations may include removal from duty, disciplinary action up to and including termination, and referral to an Employee Assistance Program (EAP) or substance abuse treatment. In cases where return-to-duty is permitted, the employee must complete treatment, provide documentation of successful completion, and submit to follow-up testing as a condition of continued employment.

Confidentiality & Recordkeeping

Records of drug and alcohol testing, treatment, and referrals are confidential medical records and will be maintained separately from general personnel files. Access to these records will be limited to authorized personnel on a need-to-know basis.

Management Responsibilities & Training

Supervisors must receive training sufficient to recognize signs of impairment, document observations, and implement testing procedures. Managers must ensure consistent application of this Policy, treat affected employees with dignity, and protect confidentiality.

At-Will Employment and Equal Opportunity

Nothing in this Policy alters the at-will employment relationship or any statutory rights. The Company is an equal opportunity employer and will not unlawfully discriminate in the implementation of this Policy. Reasonable accommodation for legitimate prescription medication use will be considered consistent with business necessity and applicable law.

Procedures for Reporting Concerns

Employees who suspect a colleague is impaired or have knowledge of prohibited conduct must report their observations to their supervisor or Human Resources promptly. The Company will investigate reports promptly and impartially.

Employee Acknowledgment — Personal Information

Position Information

Start Date:   Salary/Rate:

Employment History (Most Recent)

Employment History (Previous)

Education

References (Professional)

Legal Disclosures & Authorizations

I certify that I have read and understand the Company's Substance Abuse Policy. I understand that compliance with this Policy is a condition of my employment or continued employment. I further acknowledge and agree to the following statements by marking the checkbox below:

I acknowledge receipt of the Company's Substance Abuse Policy and agree to comply with its terms.

I consent to drug and alcohol testing as provided in this Policy and understand that refusal to submit to testing may result in disciplinary action up to and including termination.

I authorize the Company to contact previous employers and references for purposes of verifying employment history or investigating matters related to substance abuse, subject to applicable legal restrictions.

I authorize release of testing results, treatment information, and related records to the Company, the Company's designated testing administrators, Medical Review Officer, and other authorized personnel as required to administer this Policy and to ensure workplace safety.

Applicant/Employee Certification

By signing below, I certify under penalty of perjury that the information I have provided on this form is true and complete to the best of my knowledge. I understand that false statements or omissions may constitute grounds for discipline, up to and including termination. I further certify that I have read and understand the terms of the Company's Substance Abuse Policy and agree to abide by it.

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