Cleaning Systems, Inc. - Laserfiche WebLink

Home Browse Search

B. REASONABLE SUSPICION TESTING When Company Management for supervision has reasonable suspicion based on objective evidence to believe that an employee is using or has used drugs in violation of the Company's policy. Such evidence may consist of, but i� not limited to: 1. Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug. 2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. 3. A report of drug use, provided by a reliable and credible source, which has been independently corroborated. 4. Evidence that an individual has tampered with a drug test during his employment with the current employer. 5. Information that an employee has caused or contributed to an accident while at work. An employee, who is unable to submit to testing at the time of an accident due to the seriousness of his or her injuries, is required to provide the necessary authorization for obtaining hospital reports and other documentation that would indicate whether there were any drugs or alcohol in his or her body system. 6. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or while on the employers premises or while operating the employers vehicle, machinery, or equipment. Within seven (7) days after testing based on reasonable suspicion, the supervisor who recommended the testing shall detail in writing on the Company's Reasonable Suspicion Testing Report Form the circumstances which formed the basis of his or her belief that reasonable suspicion existed to warrant the testing. A copy of this report shall be provided to the employee being tested upon request and the original copy of the report shall be kept confidential by the Company and retained for at least twelve (12) months. C. ROUTINE FITNESS- FOR -DUTY TESTING In conjunction with a routinely scheduled employee fitness - for -duty medical examination (e.g., annual physical exam) pursuant to Company policy or that is scheduled routinely for all members of an employment classification or group. D. FOLLOW -UP TESTING If in the course of employment an employee enters an Employee Assistance Program for drug - related problems or an alcohol or drug rehabilitation program, the employee must submit to drug testing asa follow -up to such program, on a annual basis for up to two years thereafter. Additional types of testing, such as random testing, may be required, as deemed necessary by the Company as a part of the follow -up testing. E. RANDOM TESTING An employee is required to submit to unannounced drug /alcohol testing when selected pursuant to a random selection process. VI. CONDITIONS OF TESTING A. CONFIDENTIALITY All information, interviews, reports, statements, memoranda, and drug test results, received by CSI in conjunction with its Drug Testing Program are considered confidential communications and such information will not be disclosed or released except as authorized pursuant to State law or regulations or written consent by the person tested. • F