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100 % Quality • 100 % Employee Owned • Over 100 Years
<br />5.1 Prohibited Conduct -The Bellowing shall be considered "prohibited conduct" IN, purposes of this policy:
<br />5,111 No employee shall report„ perform duties within fife scope of his/hoer employment Or remain at work
<br />while under the iulluence of" alcohol or thugs, not, may a;ueh eiployee possess, use, or distribute alcohol or
<br />illegal drugs (inrlardprtg iaariduarra) while at work.
<br />5.'1.2 "With respect to uscrfv i.�a�rrsr"tava��rrrcrtir�r�ra�, 110 employee SlUdl report l"br duty Or remain traa duty requiring
<br />the perfiarrianceof awhile having art alcohol concentration greaterthanthor limits
<br />ucrhed and asset Birth ill Section 4.1 herein. An eriployce is considered tan be per4°arming to saapety yerr.yttiaac�
<br />nction if he/she is oc•trtoh"t, pet•fornaing, rea(�v to perform or hninediaately available to perform any of
<br />the followin functions:
<br />..4 tune slaent atfircihr ,, ivaiting to be dispatched;
<br />. if 11 thne ir°rslaectingy, servicing, or rr1wrating any CAfV at any time;
<br />C All driving time or trine sl,,Mit at flirt t1r•laain�, coratroly afaaly G Alt " a"tr o erratlon;
<br />D. All tune ,ylaent loading or unloading a ve,rricle, sat, er viIsI0rg or nssr yarn, in the loading or unloading,
<br />attendirtk> a vehicle bein, loaded or nnloaa�lc�d, irae aalirrA, a:artnplarti"can o may related petpvraarcrr°k; and
<br />remaining in readiness tar operate the vehicle;
<br />d'. A11 tune pei Por°tning threye dntic.t required allf'an employee involved in a vehicle accident; or
<br />f'* .All tlm�e spent refwiring„ ass stin„ ,ear atleneling to a disabled motor vehicle.
<br />5.1.3 No employee shall be on duty or operate a CMV while the
<br />employee possesses or is under the influence of alcohol.
<br />5.1.4 No employee shall use alcohol while performing safety -sensitive functions.
<br />5.1.5 No employee shall perform sali,ty-sensitive functions within four (4) hours after using alcohol.
<br />5.1.6 No enaployce required to take a post accident test shall use alcoholfor eight (8) hours following the
<br />accident or until Ire or she undergoes it post -accident team,, whichever occurs first.
<br />5.1.7 No employee shall refuse to ski bin it to it ptast-accident, random, reasonable suspicion„ return -to -duty, dilute
<br />or'rollow-up alcohol or drug test. if, however, an employee is sereened ,per the terms o1` Rictlr-Riley"'s 1'ost Event
<br />Drug and Alcohol Screening Policy and (lie result is negative, then the employee will not be required to submit
<br />to the test prescribed hereunder post -accident.
<br />5.2 Prescription Medication rand/or Other Medication Use
<br />5.2,1 t1ia eItrlalaryee is lroraaltabrfed !`tour I'epardrlrg Liar duty or remaining tart duty when the employee uses or is
<br />under the influence of ratty medication. As stated above, the use (on or off"duuty) of marijuana, even if for medical
<br />purposes, is prohibited under Ricth-Riley's policy.
<br />5.2.2 Any employee who Is using a prescr'ibcd drug, or over-the-counter medication, which is known
<br />or advertised as possibly "rlleecting or impairing Judgment, coordination ar other senses„ (including
<br />dizziness or drowsiness), or which may adversely uat'l"ect the enapl'oyce"s ability to perform work in as sate and
<br />productive itannera must notify the C,"airarpiany prior to starting work or entering tiny Company premises. This
<br />requirement does not aappty ifthe medication use is pursuant to prescription or wrotlen instruction of physician
<br />(for over -die -counter naedticaaion) who has advised the employee that file substanee will not adversely affect
<br />their ability to safely perfaaron theirdufres. fie Company will engage In a Fact based individualized ass6ssment.
<br />to determine if the employee caain remain at work or on the Couapany prernases and what work restrictions, if
<br />any, tine deemed necessai°y that could allow the employee to safely, "and eli'ectively periiwma his fir° her work.
<br />5.' '.3 Ingcstit°ia of pradalcts that contain hemp will not beall acceptable explanation liar testing positive
<br />liar ilia r•i.11arauaa,
<br />5.2.4 1"he production of a state-issied medical marijuana card or similar certification will not be acceptable
<br />explanation far testing positive for marijuana.
<br />5.2.5 The use of products which contain cannabidiol (CBD) will not be an acceptable explanation for testing
<br />positive for mar•jtkana.
<br />5.3 Refusal to Test Ra,tusal to submit to the types rat" drug and alcohol tests employed by the Company will be
<br />grounds far refiusaT to hue erkkplo)rcc/a plicant�s) and to discipline existing employce(s) up to and including
<br />termination, A refusal to test wwould include any of the li'rllowing situations.
<br />5.11 Failing to appear f"trr any test Within a reasonable time after being directed to do so.
<br />5.3.2 l ailing to remain atthe testing site until the testing process is completed.
<br />5.3.3 I`ailurc to provide a breath sample, saliva sample or urine sample as directed or in some isolated cases,
<br />as sarnple as d'rreefed by the third -party service agent.
<br />5.3.4 FaiIkire to permit, iI* (lie situation requires, the observation or monitoring of providing a urine speck liken.
<br />5.3.5 Failure to provide it specimen, as directed, within rc(uicd time frames may lie considered a refusal. If an
<br />cmliloyce cannot provide d sufficient quantity orurrne era°�ircath, he/she Will be directed to be evaluated byy� a
<br />physician of the, Company'sehoice, Ifthc Physician cannot find a legitimate r�iedlcal explanation for the inrabil'ity
<br />to provide a wpeciien, (either breath or urine), it will tic considered a refusal to test,
<br />$ 3.6 Failure to under a as medical examination or evaluation as directed by the MRO as part of the verification
<br />Process, or as directed )y the D1,R as pats ofa "shy bladder" or "insufficient breath" situation.
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