Laserfiche WebLink
Air" <br /> 11 ft dis, A ILye <br /> I E T A I L <br /> 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 Injury shall be defined as any occurrence that warrants medical attention. <br /> INJURY ACCIDENT <br /> Any injury requiring medical attention No Fault Accident resulting in damage <br /> Oil Out Violation <br /> Good to Go Violation <br /> Improper Hoist Usage <br /> Fen der Be nder <br /> Collision - on property or not,by fault or <br /> not <br /> Process for Pre -Employment Druq Test, Suspicion of on-the-lob impairment and <br /> Post Accident/Post Injury <br /> 1. Pre- Employment Druq 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-iob 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 />