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Employees who are taking prescription or non-prescription drugs which could affect their ability to perform their job in a safe and efficient manner must notify their immediate manager of this fact. Further, job applicants and employees have the right to confidentially consult the Medical Review Officer (MRO) for technical information regarding prescription and non-prescription medication and may contest or explain the test result to the MRO both before and after being tested. Prior to testing, the job applicant or employee will be given a list of the most common medications by brand name or common name and chemical name which may alter or affect a drug test. This information is also provided on the Drug Testing Chain-of-Custody Form. A Drug Use Information Form, which is a confidential report, may be filled out by job applicants and employees before or after being drug tested. This form permits individuals to provide to the MRO a list of all prescription and non-prescription drugs they are currently using or have used in the last month, as well as any other information they consider relevant to the test. 2.2 Drug and Alcohol Testing Policy In order to maintain the safety and efficiency of its operations and to protect employees and the public, employees may be required to submit to drug and/or alcohol testing if there is a cause for reasonable suspicion of substance abuse. VisualScape Inc. will select a licensed laboratory which will perform the drug and/or alcohol testing. The following is a list of some but not all circumstances that could be indicators of a substance abuse problem and considered reasonable suspicion: (a) Observed alcohol or drug abuse during work hours on Company premises; (b) apparent physical state of impairment; (c) incoherent mental state; (d) marked changes in personal behavior that are otherwise unexplainable; (e) deteriorating work performance that is not attributable to other factors; and (f) accidents, on-the-job injuries, or other actions that provide reasonable cause to believe the employee may be under the influence of drugs or alcohol, or that result in off-premises medical attention to the employee, injury to others, or property damage in excess of $250.00. VisualScape, at its sole discretion, may also conduct follow-up substance testing when an employee enters an employee assistance or rehabilitation program, random or periodic substance testing of all employees, routine testing of job applicants, and routine testing of employees returning to work after a leave of absence of two weeks or more. Employees who refuse substance testing under these circumstances will be terminated. The type of testing to be conducted includes, but is not limited to, any chemical, biological or physical instrumental analysis, and may require the collection of blood, urine, breath, saliva, or hair of an employee or job applicant. VisualScape Inc. shall test for the following substances: (a) Alcohol (booze, drink, distilled spirits, wine, malt beverages, beer, intoxicating liquors, alcoholic beverages, etc.); (b) Amphetamines (Binhetamine, Desoxyn, Dexedrine); (c) Cannabinoids (marijuana, hashish, hash, hash oil, pot, joint, roach, spleaf, grass, weed, reefer); 4