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NOBODY GETS HURT <br />0 Section 6.1 Rev. 0 <br />Substance Abuse Policy March 2017 <br />Page 4 of 8 <br />�' • 11 ,• w s � w <br />All job offers (including offers to individuals previously employed by IPR) must be contingent <br />upon satisfactory results of a drug test. The test must occur no more than thirty (0) business <br />days before the individual's starting date and only after an employment offer is made. IPR <br />prefers to have test results prior to individual starting work„ however, in cases where this is <br />impractical„ testing will be conducted as soon as practical, but no longer than one week after <br />the individuals start date. A positive test or refusal to submit to testing will result in the <br />withdrawal of the employment offer. <br />Employees working in positions in which drug testing is mandated or regulated by law -- such <br />as regulations of the U. S. Department of Transportation (DOT), will be subject to testing in <br />accordance with the applicable laws and regulations. Employees subject to regulated testing <br />may also be required to undergo non -regulated reasonable suspicion or post- <br />accident/incident iccident/incident testing in accordance with this Policy; employment actions resulting from <br />such non -regulated tests will be governed by this Policy. <br />Employees assigned to work at customer sites or on specific customer -related projects will be <br />subject to any additional drug and alcohol abuse policies and testing programs required by <br />the customer„ provided that the policies and programs are consistent with all applicable <br />federal, state„ and local laws. Before any testing occurs, employees who are subject to <br />customer -required testing must sign the Employee Consent to Customer -Required Drug <br />and/or Alcohol Testing (Appendix I). <br />A drug and/or alcohol test may be required where there is a reasonable suspicion that an <br />employee is under the influence of alcohol or drugs while on IPR property or on IPR business <br />and where there is the reasonable prospect of impaired job performance. Reasonable <br />suspicion testing must be based on the observation of an impaired condition or other <br />circumstances by a member of management or a Human Resources representative who has <br />been trained to make such observations reliably. The referring manager or Human <br />Resources representative must promptly make documentary record of specific observations <br />concerning the appearance, behavior, speech, or odors of the employee constituting grounds <br />for reasonable suspicion. This record shall be maintained and made a part of the employee's <br />personnel file. A copy of this record shall be provided to the employee upon request. <br />Employees who have been referred for reasonable suspicion testing should ordinarily be <br />provided transportation to the testing facility, Employees who appear to be under the <br />influence should not be permitted to drive. <br />2187209, l SAFETYISEVERYONE& BUSINESS <br />