Reso 2024-3713 - Laserfiche WebLink

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