Craftsmen Contracrors 
Drug & Alcohol Policy 

Drug, Alcohol and Contraband Policy

 

The success of the Company depends on the physical and psychological health of all employees. The abuse of drugs and alcohol poses a threat to the Company, its employees, and the general public. Commonly abused or improperly used drugs and substances include, among others, alcohol, pain killers, sedatives, stimulants, and tranquilizers, as well as marijuana, cocaine, heroin, methamphetamines, and other illegal drugs. It is the responsibility of both the Company and its employees to maintain a safe, healthy, and efficient working environment. For that purpose, we have adopted the following non-exclusive guidelines:

 

 

• The possession, use, sale, or solicitation of unauthorized or illegal drugs, or the misuse of legal drugs on Company premises, while on Company business, while attending a Company function, or when operating a Company vehicle, machinery or equipment is absolutely prohibited and is cause for disciplinary action, including termination.

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• Any employee under the influence of illegal drugs or alcohol or misusing legal drugs, on Company premises, while on Company business, or when operating a Company vehicle, machinery or equipment will be subject to discipline, including termination.

 

• Any employee taking prescription or nonprescription medication is required to report such use to his supervisor if such use may adversely affect his judgment, performance or behavior, or may otherwise adversely affect his ability to safely perform his duties.

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• This policy also expressly prohibits the possession of any use of drug paraphernalia or illegal drugs and substances.

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• Employees convicted of illegal drug activity must notify the Company within five (5) days of conviction.

 

The Company will utilize such procedures as it finds necessary to effectively enforce this policy including, but not limited to, the following:

 

• Post-Accident Drug/Alcohol Test. Any employee injured in an accident, involved in or causing an accident, involved in or causing a serious “near miss,”  or involved in or causing damage to Company property or property of others may be required to pass a Drug/Alcohol Test.

 

• Reasonable Suspicion Testing. Each employee is subject to drug and/or alcohol testing if there is reasonable suspicion to believe that the employee is in violation of this policy. Reasonable suspicion is suspicion that requires further investigation based on some factual foundation, for example, when the physical appearance and behavior of an employee suggests drug or alcohol use or possession thereof, or there are other indications that the Company's Drug, Alcohol & Policy was violated.

 

• Random Drug Testing. Any employee may also be subject to unannounced random drug testing to ensure compliance with this policy.

 

• Workplace Searches. The Company may conduct workplace searches when necessary to enforce this policy. Refusal by an employee to submit to testing and/or workplace searches under this policy is cause for disciplinary action, including termination.

 

All drug tests are conducted in accordance with applicable law and every effort will be made to maintain the confidentiality of drug and alcohol test results.

 

Refusal to submit to any of the above testing, or testing positive (failing) to any of the above testing, shall result in the employee not being allowed to perform, or continue to perform, any work functions, and may result in disciplinary action, up to and including termination of employment.

 

The Company shall maintain all substance abuse related testing information including all test results and other appropriate records in a secure manner to prevent the disclosure of such information to unauthorized personnel. Any employee is entitled, upon written request, to obtain his/her records.

 

On-Call Procedure On-Call Deferral:

 

Employees On-Call are expected to be on-call and ready to go to work when needed.

 

Company employees activated while NOT on call are subject to all of the requirements set forth in the following:

 

• If an employee believes that they may be under the influence of alcohol, drugs, or other substance or combination thereof, they must notify their Supervisor of the need to send alternate personnel.

 

• Recent use of even small amounts of alcohol or any other substances may require an employee to defer a call-out.

 

• Deferral of a call-out will not result in disciplinary action under this procedure for employees who are NOT on call.