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RETAIL HUMAN RESOURCES POLICY <br />POLICY NUMBER POL -621 <br />POLICY TOPIC Drug Free Workplace <br />PUBLISH DATE 8/26/2011 <br />1.0 Purpose <br />Goodyear Retail is committed to provide a drug -free workplace. The safety and security of associates, <br />guests as well as property of Goodyear Retail is of vital importance. The purpose of this policy is to <br />create and maintain a drug and alcohol free work environment by identifying existing associates who use <br />or abuse illicit drugs, abuse prescribed medication or abuse alcohol. <br />2.0 Procedure <br />DEFINITIONS <br />• An Accident shall be defined as any occurrence associated with the damage to a vehicle, property or <br />person. <br />• An Iniury shall be defined as any occurrence that warrants medical attention. <br />INJURY <br />ACCIDENT <br />Any injury requiring medical attention <br />No Fault Accident resulting in da mag e <br />Oil Out Violation <br />Good to Go Violation <br />I mprop or Hoist U sag e <br />Fen der Be nder <br />Co Ilision - on prop erty or not, by fault or <br />P of <br />Process for Pre - Employment Drug Test, Suspicion of on- the -lob impairment and <br />Post Accident /Post Injury <br />1. Pre - Employment Drug Test: <br />The Manager is responsible for ensuring that a preemployment drug test Chain of Custody (COC) form is <br />given to the candidate who is made an offer. Non Management positions (Automotive Technician, <br />General Service, General Maintenance Technician, Customer Advisor, Tire & Service Advisor, Alignment <br />Specialist) will be given a Urinalysis Drug Test. Management positions (Team Leader, Store Manager, <br />Store Manager Trainee, Asst Store Manager, Service Manager) will be given Hair Follicle Drug Test. <br />The Store Manager is responsible for providing the correct form to the Associate to bring to Quest <br />Diagnostic. <br />2. Suspicion of on- the -gob Impairment: <br />When there is a suspicion of on- the -job impairment, the manager should contact his /her District Manager <br />and HR Specialist immediately. The Manager will need to provide the District Manager and HR Specialist <br />the details of the suspicion of alcohol or drugs. In a situation where the Manager cannot contact both the <br />DM and HR Specialist, s /he should have at least the approval from one of the two listed. The DM and <br />HR Specialist will inform the Manager the proper steps and procedures. The Manager should NEVER <br />