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Substance Abuse Policy Continued <br />F0ik]VvDg is @ more complete d8SChoti0n of the circumstances when R. Yoder <br />Construction vviUconduct drug and/or alcohol testing: <br />...... .. .. ...... + PRE -EMPLOYMENT TESTING: Each individual offered employment must pass a <br />. drug test as a condition ofemployment. Management has the right to waive this <br />requirement onanindividual basis. <br />. . . . . . . . . . . . . . . . + RANDOM TESTING: Employees may be selected at random for drug testing at any <br />. interval determined by the Company. <br />. . . . . . . . . . +REASONA8LE CAUSE The Company enpkzyeetosubmit. . . . . <br />to a drug and/or alcohol testat any time it has reasonable cause to believe that <br />the employee may be under the influence of drugs lco <br />. . . . . . . . . . . . . . . . hours, |nc�di but not U limited to, the foKovv i working <br />drug use, _evidence _ drugs <br />' ' ' ' ' ' ' ' ' ' ' ' ' ' ' ' "",`="p"^xrc^v/umg,uuo, working nour�opecmcoose�anonsconcernmgthe <br />ee, unusual conduct on <br />. . . . . . . . . . . . . . . . theevidenced the ennpkoyee�vvork appearance, behavior, speech, or body odors of an -nn �aotion�appearance, <br />nrconduct, arrest cxconviction for adrug- and/or alcohol -related offense (about <br />. . . . . . . ' . . . . . . . . which employees are required tmnotify HRwithin 3calendar dayo, <br />+ POST -ACCIDENT TESTING: <br />injury vthat results mv*death, \cV bodily injury that requires medical treatment away <br />. . . . . . . . . . . . . . . . from the scene of the accident,or propertydamageofat�a�$250�U Ov�e <br />asked tosubmit toadrug and/or �oho{test. "Involved ion -the -job accident <br />or injury'"means not only the one who was c"could have been injured, but also any <br />. . . . . . . . . . . . . . . . employee who potentially contributed to the accident orinjury event inany way. <br />neu, misses may oesubject ontesting mg this as well. An employee who <br />does not report aninjury onthe day of occurrenceand isrequired toseek medical <br />. . . . . . . . . . . . . . . . ass�anceata�terdate n�aybesu�ecttoadrug teat <br />. . . . . . . . . . . . . . . . VrdIcat'Jon and <br />. . . . . . . . . . . . . . . . An employee who voluntarily says he has a drug- or <br />-akcOhct-petated problem <br />. . ' . . . . . ' . ' . . . . . wit[ not besubject tndiscipline for vOiunteeriL volunteering Instead, the employee <br />may request an unpaid leave of absence to undergo rehabilitation or treatment <br />. . . . . . . . . . . . . . . . to overcome dependence on drugs or alcohol or to participate in other programs <br />recommended by a substance abuse professional. This leave wit[ be in accordance <br />. . . . . . . . ' . ' . . . . . with the terms and conditions ofleave policies. <br />' . . . . . . . . . . . . . . . Since the key torehabilitation isthe willingness toadmit and seek t0rernedvthe <br />� problem, this provision b not available toone vvho requests help [D after ' being <br />. . . . . . . . . . . . . . . . asked to submit to testing or �) after the employee's use of drugs or alcohol <br />becomes a personnel issue based on direct observation or evidence obtained from <br />. . . . . . . . . . . . . . . . an arrest Or oirninGi conviction for a drug- or akcohot-related offense. Further, <br />. . . . . . . . ernpkoyeesvvhovolunteer such information and participate in a rehabilitation/. . . . . . . . treatment program must stilt comply with rules concerning alcohol and drugs <br />and will besubject todiscipline for aviolation. <br />. . . . . . . . . . . . If an employee successfully completes a n8habiUtahOn/tr88trnSnt program as <br />. . . verified in writing by the prOgra[n's administrator,the employeemay return to <br />. . . . . . . . . . . . . . . work when work iSavailable. Return towork wit[ beconditioned upon compliance <br />with individual responsibilities, including follow up counseUng and/or treatment <br />. and periodic testing. <br />. . . . . . . . . . . . . . . Costs associated with voluntary rehabilitation/treatment are at the employee's <br />expense unless wholly or partially covered under R. Yoder Construction's health <br />