DRUG POLICY PROCEDURES

INTRODUCTION

     The purpose of these procedures is to provide guidance to supervisory personnel in carrying out the company’s Drug and Alcohol Abuse policy. These procedures cannot anticipate every situation  that may occur, but they do attempt to provide a basic framework for administering the policy.  Any procedural questions or problems should be directed to the Operations Manager.  These procedures will be modified as needed.

POLICY

     The Drug and Alcohol Abuse Policy has been established by the Board of Directors.  Compliance with the policy is a condition of employment for all current and future employees. Enforcement of the policy is the responsibility of each supervisor/managerial employee within the limitations and guidance outlined in the procedures.

     The actual policy statement is of a separate printing from this procedure and can be found in the employee handbook, in a printed pamphlet or in other printed forms.

RESPONSIBILITIES

 Who does what:

 Board of Directors  -  Makes the policy and makes any changes that are required.

Operations Manager  -  Administers the plan, to include answering any questions regarding the policy.

Personnel Manager  -  Acts as a mediator and a contract for those employees requiring outside assistance to deal with their problem.  The Personnel Manager will also be responsible for in-house counseling and test refusal hearings.

Superintendents and Manager  -  Will be responsible for the day-to-day management of the Substance Abuse Policy, i.e. insuring testing occurs, intervention with regard to possible abuse as it pertains to the people that he or she is responsible for.

GENERAL 

(1)        Possession of an Illegal Substance or Controlled Drug

     In the event that an employee is found to have in his possession an illegal substance or controlled drug that has not been prescribed by a doctor for his specific use, that employee, upon a serious and concentrated investigation by the senior employer representative, will be discharged.  The illegal substance will then be turned over to the appropriate law enforcement agency.

(2)        On-The-Job Personnel Accident

     When there is an accident on the job involving bodily injury requiring a doctor’s care, a drug screen will be required before the employee will be allowed to go back to work.  This drug and substance screen will also be required of those personnel that were directly involved in the accident as determined by the senior employee in charge.

(3)        Property Damage Accident

     In the event there is a property damage accident involving company property or private property in excess of three hundred pesos (P300.00), those employees that are directly or indirectly involved will be subject to a drug screen.

(4)        Other Suspected Cause

     In the event there is suspicion due either to strange behavior, excess absenteeism or other behavioral changes that indicates there may be a problem, the authority to order a test is strictly, at time, limited to an officer of the company until further notice.

(5)        Test Refusal Procedure

     If an employee refuses to submit to an examination, the employee will be immediately suspended from work without pay and given a hearing by the company’s personnel manager as soon as reasonably possible.  At this time, the employee may explain why he or she should not be required to undergo testing or examination or should not be discharged for refusal to submit to testing or examination. 

(6)        Testing procedures will be implemented as follows:

                        a.         Job sites will be supplied a small number of testing kits in the event that the affected employee is not taken to other than assigned medical facilities for treatment.

                        b.         Assigned medical facilities will be supplied with testing kits and with instructions on testing procedures.

                        c.         No sampling will be done at the job sites.  The chain of custody will be maintained through and be made a part of a recognized medical facility.

                        d.         All testing done as part of the Drug and Alcohol Abuse Policy will be done as a direct cost to the job.

                        e.         It is the responsibility of the job to request testing kits for their use.  A supply of three or four of these test kits should be kept on hand at all times.

                        f.          In the event the test is positive, other more stringent tests will be done to determine the validity of the test.

(7)        Positive Results Procedure

     After testing has been completed and the employee is found to have an illegal substance in his or her system while at work, the employee will be immediately suspended (without pay) until such reasonable time that the employee’s medical tests are clear (i.e. negative for drugs) and, if applicable, enrolled in or completed an assistance program.  The employee may be allowed to return to work subject to follow-up testing, as the company deems appropriate. Non-salaried employees, not covered under FWMC ’s major medical plan, will be responsible for providing proof of clear tests Employment reinstatement will be on a one time only basis.

(8)        New Hire Procedure

     All new-hire employees must acknowledge receipt of and compliance with the Drug and Alcohol Abuse policy as a condition of employment.  Individuals refusing to do this will not be hired.

(9)           Alcohol impairment by law is considered .10.  It is the company’s policy that no alcohol beverage be consumed during working houses including the lunch break.  Working hours, as a normal rule, are 8:00 a.m. to 5:00 p.m. in the office and 7:00 a.m. to 4:00 p.m. in the field.  If, however, the workload dictates, as an example, you work from 6:00 a.m. to 6:00 p.m., this will considered working hours.  No alcoholic beverages will be consumed on the job sites, yards or offices at any time.

     It is the responsibility of the supervisor to supervise his/her subordinates in this matter.

SUBCONTRACTORS

     The following provisions are to be incorporated into all subcontracts:

Drug Policy Subcontractor Agreement

     Subcontractor agrees to advise its employees and the employees of its subcontractors and agents that:

(1)            It is policy of the contractor that the use possession, sale, transfer or purchase of illegal drugs on contractor’s property is prohibited.

(2)            Employees who are under the influence of alcohol or illegal substances are subject to dismissal from the premises.

(3)            Any employee who is found to be in violation of the policy or who refuses to permit an inspection may be removed and barred from contractor’s property, at the discretion of contractor.

(4)            In the event of an injury requiring medical care administered by a physician or property damage done to private or company property in excess of three hundred pesos (P300.00), the affected company employee or employees will submit to drug screening as prescribed by the contractor or those results shall be submitted to the contractor in a timely manner.

(5)            In the event positive results are indicated, subcontractor’s employee will be barred from the contractor’s job site until such time the problem may be resolved.

(6)           Drug screening costs will be borne by the subcontractor as a condition of this subcontract.