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(d) Cocaine (coke, blow, nose candy, snow, flake, crack);
<br />(e) Phencyclidine (PCP, angel dust, hog);
<br />(f) Methaqualone;
<br />(g) Opiates (opium, clover's powder, paregoric, parepectolin);
<br />(h) Barbiturates (Phenobarbital Tuinal, Amytal);
<br />(i) Benzodiazophines (Ativan, Azene, Klonopin, Dalmane, Diazepam, Halcion, Librium,
<br />Poxipam, Restoril, Serax, Tranxene, Valium, Vertron, Xanax);
<br />(j) Methadone (Dolophine, Methadose);
<br />(k) Propoxyphene (Darvocet, Darvon N, Dolene); and
<br />(I) Metabolites of any substances listed above.
<br />Under most circumstances, positive confirmed test results of the presence of 0.05% alcohol or the
<br />presence of any other controlled substances in the body is a violation of this policy and shall
<br />subject the employee to discipline, up to and including termination.
<br />A copy of VisualScape's Drug -Free Workplace Policy, including the procedures for contesting
<br />positive test results, is available for review from the Human Resources Representative. A list of
<br />names, addresses, and telephone numbers of employee assistance programs and local drug
<br />rehabilitation programs are also on file with the Human Resources Representative,
<br />2.3. Confidentiality
<br />All information, interviews, reports, statements, memoranda and drug test results, written or
<br />otherwise, received by VisualScape Inc. as part of this drug testing program are confidential
<br />communications. Unless authorized by state laws, rules or regulations, VisualScape Inc. will not
<br />release such information without a written consent form signed voluntarily by the person tested.
<br />VisualScape Inc. or its legal counsel may disclose such information in the event that a challenge
<br />or other form of civil, disciplinary or administrative litigation is commenced by a job applicant or
<br />employee.
<br />3. IMMIGRATION LAW COMPLIANCE
<br />The Company is committed to employing only United States citizens and aliens who are
<br />authorized to work in the United States and does not unlawfully discriminate on the basis of
<br />citizenship or national origin.
<br />In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a
<br />condition of employment, must complete the Employment Eligibility Verification Form 1-9 and
<br />present documentation establishing identity and employment eligibility. Former employees who
<br />are rehired must also complete the form if they have not completed an 1-9 with the Company
<br />within the past three years, or if their previous 1-9 is no longer retained or valid.
<br />Employees with questions or seeking more information in immigration law issues are encouraged
<br />to contact the Human Resources Representative. Employees may raise questions or complaints
<br />about immigration law compliance without fear of reprisals.
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