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current employee for illegal drub or aimhoi u3�; ;fa reasonable suspicion eA;SLb that the employee is
<br />in violatirn of tni, Policy, punt -accident, ramdom, pursuant to a fitrims-fir-duty examinatiu,,, and as a
<br />follow -u,, to �,,y drug or alcohol treatment program. All drug testing will eonfo..., t-. thz
<br />requirements uuf phis Policy and to a,,,,licaalc Flo"'da Q<.d fe&ral law. Employees should review
<br />Florida Statutes Sect;o„ 440. 102- which discusses the requi-.em.nts to com,,ly with, and their rights
<br />under; Florida's Drub -Free Workplace statute.
<br />PRE-EMPLOYtvizt,4 r aixuG r ESTING POLICY
<br />A3 a condit;un of e,.,ployme-nt, applicat,w of FhbtService Residential who receive a conditional offer
<br />of employment must agree to and sib„ a statement indicating that they will adhere to FirstService
<br />Residential's Drug -Free Workplace Program. All offers of�ob employment will be conditioned on
<br />the a,.,,li%—.Unt taking and pa33i,tg a screening test for evidence of improper drug use. A,,,'licui-its will
<br />be required to voluntariry suomit to a test at a laboratory chi,sen by FirstService Residential, and by
<br />sign i..g a consent agreement_ agree to release Firstaervice Residential fzm liability.
<br />No applicant for employment wno is currently alcohol and drug-free will be denied employment or
<br />otherwise discriminated against Solely because of such individual's ,,rilr abuse of alcohol trr drugs,
<br />prior treatment ror alcuhul or drug abuse, or status as a recovering alcoholic or drug adtl:ct. It is the
<br />current abuse of drugs or alcohol wnicn vrevents empluyee3 from p,uperly perlurming their jobs that
<br />FirstServ;ce Residential will not wlerate. Any applicant who tam,,ers with -wr adulterates a drug test
<br />specimen; tests rosltive, or who refuses to undergo tes-Ling will not be employed by rirstService
<br />Residential and may not reapply for at least 180 da,a.
<br />PLCTI v E EMPLOYEE SUBSTANCE ABUSE TESTING
<br />A. Reasonable ,uspicion i estinb
<br />Em,.Ioyee3 will b,, required to submit to drug and/or alcohol testing at a laboratory chosen by the
<br />Cuntpany if there is reasonable sus,,ieion of substance abuse.
<br />If, in the upin;vn of two supc,visuts_ or a supervisor and an atitiitional comp tent cu -worker,
<br />reasonable sus,.icion exists to believe that any en-aployee may be abusing or under the influence of
<br />illegal drugs or alcohol, the supervisory personnel will d-wcumertt, in writing, the basis for their
<br />masonable 3,.wpicion. Irthc reasonable suspicion is based on a report by aneth.r,,ersun, Chia report
<br />must be confirmn oy a su,.ervimr.
<br />If, in the opinion of two supervisors, or a supervisor anti an additi-wnal competent cu -worker, an
<br />em,.lo,ee has sold, or otherwise aulicited, illegal drugs to anyother person during workinb hours; the
<br />supervisory personnel will Cocament, in writing, the basis for their reasonable suspicion. If the
<br />rea,onable Suspicion 15 based on a report by another person; this r�,zrt wa,.3t be ;—,nfirmed by a
<br />supervisor. Nothinb herein shall prevent the Company from immediately terminating any employee
<br />selling or otherwise soliciting illegal drugs or j rov;di.,g er 3clling alcohol to any other person during
<br />working hours upon a repot t by the supervisors to the person in cnarge of tenninatinb employes.
<br />[3]
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