|Title:||Drug and Alcohol Policy|
|Section||Drug and Alcohol Policy|
|Modified||02/25/2019 12:57 AM|
It is the intent of PRO to provide a working environment that is free from the use of non-prescription drugs and alcohol.
The costs of alcohol and drug abuse are staggering and are manifested by accidents, tardiness, absenteeism, property damage, increased workers’ compensation costs, increased health insurance costs, and the cost of replacing and retraining new employees. In an effort to curb the abuse of alcohol and drugs in the workplace, PRO has adopted the following policy regarding drugs and alcohol. We ask for your full cooperation in implementing this policy.
B. Drug and Alcohol Policy
1. The sale, manufacture, distribution, purchase, use, possession of the following substances or having the following substances in one’s system when reporting to work or working while impaired by the following substances-intoxicants, non-prescription narcotics, hallucinogenic drugs, non-prescription marijuana, or other non-prescription controlled substances-is prohibited while at PRO, during working hours, or while conducting PRO’s business outside the workplace.
2. The distribution, sale, purchase, use, or possession of equipment, products, and material that are used, intended for use, or designed for use with non-prescribed controlled substances also is prohibited while on PRO property or during working hours.
3. Reporting to or being at work with a measurable quantity of intoxicants, non-prescribed narcotics, hallucinogenic drugs, marijuana, or other non-prescribed substances in blood or urine is prohibited.
4. Employee use of prescription drugs while at work is permitted, provided that the drug has been prescribed for the employee by a licensed physician and is used in accordance with the physician’s instructions and in the prescribed dosage, and provided also that use of the drug does not impair the employee’s ability to perform his or her job duties and responsibilities safely and effectively.
5. An employee must report the use of any prescription drug which may affect the employee’s safety or job performance to a member of the supervisory staff. An employee may be required to provide PRO with a copy of the prescription and/or other medical verification. If an employee is unable to perform his or her job duties safely and effectively while taking a prescribed medication, the employee may be re-assigned, or, if no suitable position is available, may be placed on a leave of absence.
6. The purchase, sale or transfer of a prescription drug by any employee to or from another employee or any other individual while on PRO premises or while otherwise engaged in PRO business is prohibited.
7. Employees are prohibited from using, or reporting to work impaired by, or under the influence of, any over-the-counter drug which may affect the employee’s safety or job performance.
8. Reporting to or being at work with a measurable quantity of prescribed narcotics in blood or urine, or use of prescribed narcotics is also prohibited where in the opinion of PRO such use prevents the employee from performing the duties of his or her job or poses a risk to the safety of the employee, other persons, or property.
Violations of this policy will result in disciplinary action up to and including termination of employment. In lieu of termination, other disciplinary action may apply in the judgment of PRO including, but not limited to, suspension of an employee, EAP intervention, or requiring the employee’s attendance and successful completion of an approved substance abuse assistance or rehabilitation program.
C. Drug and Alcohol Testing
It is a condition of employment that employees may be required to submit to PRO approved drug tests under circumstances that include, but are not limited to, the following:
AS A CONDITION OF EMPLOYMENT, EVERY EMPLOYEE MUST ABIDE BY THE TERMS OF THIS DRUG AND ALCOHOL POLICY.
Nothing in this policy alters the fact that all employees of PRO are employed for an indefinite period and that such employment may be terminated with or without cause or notice at the will of either the employee or PRO. This policy and any related policies, practices, or guidelines are not employment contracts or parts of any employment contract.