Employee Drug And Alcohol Policy

The Organization is committed to providing a safe, healthy, and productive work environment. Therefore, to meet this objective the Organization has a drug-free workplace policy and program that provides the Organization with reasonable measures to ensure that an employee drug or alcohol problem does not jeopardize the successful operation of our business, or otherwise negatively affect the Organization, our employees, or the general public.

While it is not the Organization’s intention to intrude into the private lives of its employees, the Organization does expect employees to report to work in fit condition to perform their duties. We realize that employees with drug and alcohol problems make up only a small percentage of the workforce, and also recognize that having a drug-free workplace policy will benefit all employees.

Who Is Covered?

The drug-free workplace policy covers all employees, temporary employees, seasonal employees, leased employees, part-time employees, and full-time employees. When used throughout this policy, the term “employee” refers collectively to all of these employee types.

Prohibited Conduct.

The following lists prohibited employee conduct while an employee is on Organization property, on Organization business, and/or in Organization-supplied vehicles, or vehicles being used for Organization business, or during working hours. The following are only examples of such prohibited conduct:

Use, possession, manufacture, distribution, sale, or being “under the influence” of illicit drugs;

• Conviction for any criminal drug or alcohol statute for a violation occurring in the workplace, while conducting Organization business or which adversely affects the Organization;
• Failing to notify the Organization of any conviction for a violation of any criminal drug or alcohol law within 24 hours or by the next working day;
• Taking a prescription drug that is not their own prescription, not taken according to their physician’s direction, as well as not following manufacturers’ directions when taking over-the-counter drugs.
  • Note: Employees must report to his/her supervisor the use of a prescription drug that may alter the employee’s physical or mental ability to perform his/her job function. The Organization may request a letter from the prescribing physician authorizing the employee’s ability to continue performing his/her job function. The type of drug being taken and the purpose for taking the drug need not be reported. If such a letter is requested the employee must comply with the request within a reasonable time period specified by the Organization. The Organization will determine whether the employee’s job assignment should be temporarily changed while the prescription is being administered.
• Unauthorized use or possession of alcohol;
• Leaving Organization property during work hours to consume alcohol if they will be returning to work (e.g. meals and breaks) with the exception of allowable consumption in the section defining permitted conduct;
• Failure to notify a designated supervisor or manager when the employee is on-call and is contacted to report for duty and the employee believes that he/she may be under the influence of drugs and/or alcohol.

Inspections.

Should the Organization have reason to believe that an employee may be in possession of alcohol, drugs, or drug paraphernalia on Organization property, the Organization may search Organization property, vehicles parked on or near to Organization property, or may request that the employee empty the contents of his or her personal effects or personal vehicle located on or near Organization property.

Consequences.

Any violation of the Drug-Free Workplace Policy, even a first offense, may be a basis for disciplinary action, up to and including termination. However, particularly serious violations, such as selling drugs at the Organization, will result in immediate termination.