Policy

1. Introduction

Substance abuse can significantly impair employees' judgment and actions, placing additional burdens on colleagues and potentially leading to workplace accidents, decreased job performance, and poor customer service. To address these issues, [Company Name] has implemented this substance abuse policy to safeguard both employees and customers, ensuring a safe and healthy work environment for everyone.

2. Purpose

This substance abuse policy aims to:

•  prohibit the use, distribution, and manufacturing of illegal drugs and alcohol on company premises;
•  establish guidelines and protocols to regulate the use of legal substances;
•  comply with all applicable legal and state regulations regarding substance abuse in the workplace; and
•  detail the disciplinary measures that will be enforced if an employee tests positive for substance abuse.

3. Scope

This policy applies to all applicants and employees of [Company Name], including paid interns, volunteers, and all categories of employees—part-time, seasonal, and permanent. All individuals are strictly prohibited from using, storing, manufacturing, or distributing illegal drugs and alcohol while on company premises.

4. Required Testing

4.1. Pre-Employment Testing

Candidates being considered for employment at [Company Name] must pass a drug test prior to signing an official contract. Any applicant who refuses to take the drug test or fails to cooperate fully will be disqualified from the hiring process.

4.2. Testing Based on Reasonable Suspicion

An employee may be subjected to a drug test or an official investigation if at least 3 staff members, including a supervisor, team leader, or manager, observe suspicious behavior, the use of prohibited substances at the workplace, or signs of physical impairment attributed to substance abuse.

Furthermore, [Company Name] requires anyone witnessing such behavior to fill out a Reasonable Suspicion Checklist to formally record their observations.

Reasonable Suspicion Checklist Includes:

• Odors of drugs or alcohol.
• Difficulty in speech clarity.
• Impaired motor coordination.
• Bloodshot or watery eyes.
• Unusual behavior patterns.
• Sudden emotional outbursts or erratic responses.

Before addressing the suspected employee, it is essential to contact the Human Resources (HR) department for guidance on the appropriate steps to take. If there is substantial evidence suggesting substance abuse, a formal meeting will be arranged involving management, HR, and the employee being questioned.

The employee has the right to request the presence of a witness or a representative from the union during this discussion.

4.3. Post-Accident Testing

If there is reasonable cause to believe that an employee was under the influence at the time of a work-related accident or while operating any [Company Name] vehicle, machinery, or important equipment, that employee will be required to take a drug test.

In such cases, the drug test must be conducted within 12 hours following the incident.

5. Disciplinary Protocol

Employees who refuse to undergo an authorized drug test or who are involved in the use, distribution, or production of illegal substances while on the premises of [Company Name] will face disciplinary measures, which may lead to termination of employment.

It is the responsibility of team leaders, supervisors, and managers to promptly report any employees who breach this policy. Should an employee decline to take a drug test but is suspected of being under the influence of drugs or alcohol, that employee will be prohibited from entering the workplace or engaging with customers.

[Company Name] retains the discretion to allow an employee who tests positive for drugs or alcohol the chance to return to work based on specific circumstances and in compliance with local regulations. In such cases, the employee will be required to participate in regular drug testing for a minimum period of 6 months.

If this employee tests positive during the monitoring period or refuses to take a drug test, further disciplinary action will be taken, which could include termination of employment.

6. Policy Review

This policy will be reviewed annually and streamlined as needed to ensure its effectiveness and adherence to current laws and regulations.