Laserfiche WebLink
33 <br /> <br />Prescription drugs must be listed on the Chain-of -Custody Form submitted for analysis. The use of legal <br />drugs prescribed by a licensed physician for specific treatment will not result in disciplinary action. <br /> <br />However, any employee who must use such prescribed medication while engaged in company business <br />and who has been advised by a physician that his/her performance or behavior might be adversely <br />affected by such medication, particularly in safety sensitive situations, should report these facts to his/her <br />manager with appropriate documentation. The manager, with input from Personnel, will determine if <br />temporary reassignment of duties is appropriate. The MRO will consult with any employee regarding <br />technical information for any medication. <br /> <br />Any employee, who is arrested for a work-related drug or alcohol related violation, must report this fact to <br />the Chief Personnel Officer within five (5) days after such an arrest. Any employee convicted of a work- <br />related drug or alcohol charge will be subject to disciplinary action up to and including termination of <br />employment. <br /> <br />Employment Assistance Programs (EAP) will be available to all employees. The company will make <br />available all providers through the U.S. Journal of Drug and Alcohol Dependency and a representative <br />sampling of names, addresses, and telephone numbers of employee assistance programs and local drug <br />rehabilitation programs. Employees are encouraged to use this resource file, which is in the human <br />resource office. If an employee should approach the company for assistance through rehabilitation for drug <br />abuse or alcohol abuse prior to a testing request by the company, all possible and positive consideration <br />for medical leave of absence for treatment and/or counseling will be pursed. If an employee is terminated, <br />the company will not be obligated to provide assistance beyond the last day of employment. <br /> <br />All information, interviews, reports, statements, memoranda, and drug test results, written or otherwise, <br />received by the company as a part of this Drug-Free Workplace program are confidential communications. <br />Unless authorized by state laws, rules or regulation, the company will not release such information without <br />a written consent form signed voluntarily by the employee or applicant as outlined in rule 38F.9.012. <br /> <br />Any questions regarding this policy should be directed to the company personnel and human resource <br />office.