Jags, Inc.
Drug Testing Policy
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This document is to establish a drug
testing policy for jags inc. the purpose of
this policy is to provide a safe workplace
for our employees and to deter employees
from reporting to work unfit for duty. This
policy will cover all employees of the
company.
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The company will not condone or tolerate
substance or alcohol abuse. Employees
who buy, use, sell, distribute or possess
illegal drugs, paraphernalia or use or
possess alcohol in an open form on
company property, or on company
business off premises, or at an alcohol
free company event, will be subject to
discipline up to termination.
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The company will strive to provide a drug
free workplace for the safety or its valued
employees, honor the privacy of its
employees by keeping any and all screen
results confidential, and create awareness
in employees as to the impact of drug
abuse in the workplace.
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Employees will ; report to work free of the
influence of alcohol or drugs, report to
screening appointments as necessary,
support company efforts to eliminate
drugs in the workplace.
All employees will be informed of the
policy upon hire via a presentation as well
as receiving a copy of the policy. All
employees will receive an initial 2 hr
training session and a 1 hr refresher
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course yearly. All supervisors will receive
an initial 4 hr training course and a 2 hr
refresher yearly. Aid will be made
available to all employees who test
positive as to resources in the community
who can help the employee with drug
treatment and assessment by qualified
professionals. All expenses relevant to
assessment and treatment shall be borne
by the
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employee. Any employee who comes forth
about a dependence problem will be given
aid as noted above as well as FMLA time
off without jeopardizing their position.
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Testing will be done when an employee
goes for treatment of a job related injury
requiring medical treatment, when
involved in an unsafe work practice
incident, when involved in an at fault
motor vehicle accident while on company
business. Alcohol testing will be done on a
suspicion basis. Testing will also be done
when an employee shows signs of being
unfit for duty
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as documented by the manager in charge.
This is known as for cause testing.
Reports from reliable sources such as law
enforcement officers or tip with written
documentation from outside parties shall
be just cause for a screen. All employees
will have a random test performed within
90 days of hire. All candidates for
management will be subject to a pre
promotion test
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before assuming management duties.
Drugs tested for at the very least will be,
cocaine, marijuana opiates amphetamines
and PCP
The employee will be tested when they go
for treatment otherwise the employee will
report to the designated facility within 2
hrs of notification by their supervisor. All
employees reporting for ‘for
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Cause’ testing will be paid 2 hrs their
normal rate of pay if hourly. The
employee will remain on duty unless
prevented by doctor’s orders. The
primary test will be paid for by the
company. The test will be the standard 5
panel test with dhhs cutoff limits. Alcohol
higher than .04% BAC will be considered
a positive test. All tests will be reviewed
by a medical review officer. A
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legitimate prescription containing one of
the 5 panel drugs at normal levels would
be considered a negative test. Alcohol
testing will be done on a reasonable
suspicion basis. Employees so notified will
report to testing within 8 hrs.a positive
test can be considered a resignation from
the company. A positive test after a
workplace injury can affect workers
compensation benefits.
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Refusal to take a test or an attempt to
change or adulterate a test would be grounds
for termination. A positive test can result in
termination or suspension without pay.
Suspension would include an employee
supplying a negative test from the same
testing facility at their own expense before
returning to active duty. An employee
returning to work from a suspension for a
positive test will be subject to a return to
work test within 90 days of reinstatement. If
an
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employee disagrees with a test result they
may petition the test lab for an immediate
retest of their sample.
A contact person / program administrator will
be established by the company to receive
results and to report such to the employee’s
supervisor. Test results will be considered
confidential medical records and treated as
such but can released to the employee upon
written request. All sanctions are at the
discretion of the owner operator or district
manager.
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All employees who are promoted into
management will be subject to a random drug
screen with 1 employee tested monthly.
In the event an employee has a work related
injury caused by the action of another the person
causing the injury shall be subject to the drug
screen.
Upon approval of the owner /operator any
location which has subjected to theft of property
or cash with a value over $100 belonging to the
company, the entire management staff shall be
subject to a screen within 12 hrs.
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