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current employee fu, illegal di ug or alcohol use if a reasonable suspicion exists that the employee is in violation of this Policy; pv3t-accid4nt, r=dz;m, pursuant to a fitness -far -duty examination, and as a follow-up to any drug or alcohol treatffient program. An Grub testinb wilt cur,rurm t—W thL requirements of this Policy a,sd to applicable Florida and federal Iaw. Employees should review Fi—wrida Stat.lt..Q Sect;%rt 440.1 0 z, %, hich disc...,sea the requirements to comply with, and their rights under_ Florida's Drug -Free Workplace statute. PRE-EMPLOYMENT DRUG TESTING POLICY As a conaidon of employment; apNlicants of FirstService Residential who receive a conditional offer of employment MUM agree -to and sign a statement indicating that they will adhere to FirstService Residential's Drug -Free Workplace Pr7vgran,. All ziffe,s i-jf job employment will be conditioned on the applicant taking and passing a screenin.; test for evidence of imrrot.er drub use. Applicants wall be required to voluntarily submit to a test at a laboratory chosen by FirstService Residential, and by si&sinb a consent agreement, agree to release FiratService Rmideritial from, liability. No applicant fut employment who is currently alcohol and drug-free will be denied employment or otherwise discriminated abainst aulmy becau3c of such individual'3 p,;u, abuze of alcohol or drugs, prior treatment for alcohol or drug abuse, or status as a recoveri..g alcoholic- or drub addict. It the current abuse of drugs or alcohol which prevents employees fruit, properly performing iheir jobs that FirstService R=ide,dial will ,zit tolerate. Any applicant Ao tampers with or adulterates a drugtest specimen_ tests positive, or who refuses to undergo tesiing will not be employed by FirstService Residential and may not reapply for at least 180 day,. .%CTIVE EMrLOYEE SUjDs i .-u-4%r, F DuSv, , ES i IING A. Reasonable Su..picivn Testing Employees will be requires to suomit to drug ana/or alcohol t -stip, at a laboratory cho3en by the Company it there is reasonable suspicion of substance abuse. If in the upi,.;urr ur twu a44FC1.t3vra; or a supervisur and an additional competent co-worker, reasonable suspicion exists to believe that any employee may be abasing or under the influence of illegal drugs or alcohol, the superv;aory persust,tel will document- in wilting, the basis for their reasonable susricion. If the reasonable sust,icion is based on a report by another person, this report must be confirmed by a supervisor. If, is= the op;nion of two supervisors, or a supervisor and an additional competent co-worker, an employee has sold, or otherwise soliciten, illegal drugs to anyother person, d,...;nb wurkinb h—wurs, the superv6ory persu,t„el will document_ in writing_ the basis for their reasonable suspicion. If the .cmunablc Suspicion is based on a report by another person, thi3 report must be confi,med by a .supervisor. Nothing herein shall prevent the Company from immediately terminating any employee selling or otherwise soliciting illegal drugs or providing or selling alcohol to any other person during working; hours uron a 1 ep—Wrt by the supervisors to the person in charge of terminating employeEs. (3]