Sample drug-free workplace

Purposes. The purposes of this policy are:

1. to establish and maintain a safe, healthy working environment for all employees;

2. to insure the reputation of the organization and its employees as good, responsible citizens worthy of the licenses and franchises entrusted to them and responsible to the interests of our customers;

3. to reduce the incidence of accidental injury to person or property;

4. to reduce absenteeism, tardiness and indifferent job performance;

5. to provide assistance toward rehabilitation for any employee who seeks the organization's help in overcoming any addiction to, dependence upon or problem with alcohol or drugs.

Benefits, inconvenience, cooperation. Those employees with drug and alcohol abuse problems make up only a small fraction of the work force, and we regret any inconvenience that may be caused the many nonabusers by the problems of the few. It is believed, however, that the benefits to be derived from the reduction in number of accidents, the greater safety of all employees and the rehabilitation or termination of those who, because of alcohol or drugs, are a burden upon all other employees, will more than make up for any inconvenience or loss the rest of us must be subject to. We earnestly solicit the understanding and cooperation of all employees and employee organizations in implementing this policy.

Definitions Alcohol or alcoholic beverage means any beverage that may be legally sold and consumed and that has an alcoholic content in excess of .5% by volume. Drug means any substance (other than alcohol) capable of altering the mood, perception, pain level, or judgment of the individual consuming it. Prescribed drug means any substance prescribed for the individual consuming it by a licensed medical practitioner. Illegal drug means any drug or controlled substance, the sale or consumption of which is illegal. He or his also means she or hers in appropriate context.

Employee assistance program. Any employee who feels that he or she has developed an addiction to, dependence upon or problem with alcohol or drugs, legal or illegal, is encouraged to seek assistance. Assistance may be sought by writing in confidence to, or asking for a personal appointment with, the executive in charge of the operational or staff unit where employed.

Each request for assistance will be treated as confidential by the executive receiving it and only those persons needing to know will be made aware of such request.

The executive in charge of each operating or staff unit, or such other person as he/she may specifically designate, will be responsible for developing contacts with local hospitals and community organizations offering alcohol or drug treatment programs (e.g., Care units, Alcoholics Anonymous, Narcotics Anonymous, Community Health Centers, etc.) and for referring employees seeking assistance to an appropriate treatment organization. Rehabilitation itself is the responsibility of the employee. Any employee seeking medical attention for alcoholism or drug addiction will be entitled to benefits under the Company's group medical insurance plans on the same basis and with the same restrictions and limits as for other illnesses.

For employees enrolled in a formal treatment program, we will grant rehabilitation leave on the following basis:

• Up to 30 days, full pay;

• Up to an additional 60 days, one-half pay;

• Up to a further 90 days, one-quarter pay.

To be eligible for continuation in employment on a rehabilitation pay basis, the employee must have been employed at least one year; must maintain at least weekly contact with the executive to whom he reports; and must provide certification that he is continuously enrolled in a treatment program and actively participating in that program. Upon successful completion of treatment, the employee will be returned to active status without reduction of pay or seniority.

Rejection of treatment-failure of rehabilitation. Any employee suffering from an alcohol or drug problem who rejects treatment or who leaves a treatment program prior to being properly discharged will be immediately terminated. No employee will be eligible for this Employee Assistance Program more than one time. The recurrence of an alcohol or drug problem will be cause for termination.

Alcoholic beverages. No alcoholic beverage will be brought into or consumed upon the organization's premises. There will be no alcoholic beverages served at our sponsored events. Drinking or being under the influence of alcoholic beverages while on duty is cause for termination. Any employee whose off-duty abuse of alcohol results in excessive absenteeism or tardiness or is the cause of accidents or poor work will be referred to the Employee Assistance Program for rehabilitation. If the employee refuses or fails rehabilitation, he/she will be terminated.

Prescription drugs. No prescription drug can be brought upon organization premises by any person other than the person for whom the drug is currently prescribed by a licensed medical practitioner, and may be used only in the manner, combination and quantity prescribed. Any employee whose abuse of prescription drugs results in excessive absenteeism or tardiness, or is the cause of accidents or poor work, will be referred to the Employee Assistance Program for rehabilitation. If the employee refuses or fails rehabilitation, he/she will be terminated.

Illegal drugs. The use of an illegal drug or controlled substance or the possession of same on or off duty is cause for termination. The sale, trade or delivery of illegal drugs or controlled substances by an employee to another person is cause for termination and for referral to law enforcement authorities. The occasional, recreational or off-duty use of illegal drugs will not be excused. Our experience in recent years indicates that employee involvement with illegal drugs, even recreationally, may be expected to result in problems that will ultimately involve the organization.

Employment of addicted, dependent persons. A person presently using illegal drugs or having a history of alcohol or drug dependency will not be knowingly employed unless there is evidence of rehabilitation satisfactory to the organization. All applicants for employment will be required to take a pre-employment physical examination (including urinalysis and/or blood test). Applicants whose examinations and interviews, combined with general reference and background checks, indicate present alcohol or drug abuse will not be hired.

Safety of work force: rules, tests and searches. In order to insure the safety of the workplace and the work force, the following work rules will apply to all employees effective upon receipt of notice of this policy: Each employee, as a condition of continued employment, will be required, upon request of organization supervisory personnel, to submit to search of any vehicle on organization premises; submit to search of any pocket, package, purse, briefcase, tool box, lunch box or other container brought upon organization premises; submit to search of desk, electronic files, file cabinets, etc.

Each employee, as a condition of employment will also be required, upon request of supervisory personnel, to submit to blood and/or urine tests for determining use of alcohol and/or drugs. Each employee, as a condition of employment will also be required, from time to time, to supply a Certification and Declaration form that illegal drugs are not being used.

Effective date. The policies set forth in this policy are effective immediately upon notice to employees. Each present employee will be furnished a copy of this policy and will sign a receipt. Later-hired employees will each be furnished a copy before hiring. The policy will be implemented and revised in a manner that will ensure compliance with all applicable federal and state laws.

Confidentiality. The results of all physical examinations and blood and urine tests will be treated as confidential, and distribution limited to those having a need to know.