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CARE SHALL BE TAKEN THAT NO CONCLUSIONS ARE STATED BY ANY MEMBER <br />OF MANAGEMENT AS TO WHETHER OR NOT AN EMPLOYEE IS A SUBSTANCE <br />ABUSER; BUT ONLY THAT, UNDER THE GUIDELINES OF THE COMPANY’S <br />SUBSTANCE ABUSE POLICY, THAT THE EMPLOYEE MAY BE REQUIRED TO <br />UNDERGO THESE TESTS. <br />THE EMPLOYEE SHALL NOT BE ALLOWED TO PROCEED ALONE TO OR FROM THE <br />COLLECTION SITE. IN ADDITION TO THE SAFETY CONCERNS FOR THE <br />EMPLOYEE, ACCOMPANYING THE EMPLOYEE ASSURES THAT THERE IS NO <br />OPPORTUNITY TO INGEST ANYTHING TO AFFECT THE OUTCOME OF THE TESTS. <br />IF THESE TESTS ARE POSITIVE, THE EMPLOYEE SHALL MAKE ARRANGEMENTS <br />TO BE TRANSPORTED HOME AND BE INSTRUCTED NOT TO DRIVE A MOTOR <br />VEHICLE. IF THE EMPLOYEE INSISTS ON DRIVING, THE PROPER LAW <br />ENFORCEMENT AGENCY MAY BE NOTIFIED THAT AN EMPLOYEE IS LEAVING <br />COMPANY PREMISES DRIVING A MOTOR VEHICLE AND MAY BE UNDER THE <br />INFLUENCE. <br />Employees are required to immediately report all instances that are defined as reportable by DOT <br />alcohol testing regulations. Failure to do so will result in immediate disciplinary action, up to <br />and including discharge. Any employee who is post-incident tested will be removed from duties <br />covered by DOT regulations without loss of pay pending a negative determination based on <br />laboratory results for drug testing as well as breath alcohol testing results. Employees may also <br />lose pay if other reasons exist for disciplinary suspension. <br />Inspection: <br />Whenever the company reasonably suspects that an employee's work performance or on-the-job <br />behavior is affected in any way by alcohol or drugs, they may search the employee, the <br />employee's locker, desk, work area, vehicle or other company property or at a work site. <br />Whenever the company reasonably suspects that an employee has sold, purchased, used or <br />possessed alcohol, drugs or drug paraphernalia on company premises or at a work site, they may <br />search the employee the employee's locker, desk, work area, vehicle, or other company property <br />under the control of the employee, as well as the employee's personal effects or motor vehicle on <br />company property or at a work site. <br />Reasonable Cause Training: <br />All employeesare subject to reasonable cause testing for drugs as well as alcohol. The decision <br />to test under this basis must be based upon a reasonable articulate belief that the individual used <br />a drug or alcohol based upon direct observation of specific, contemporaneous physical, <br />behavioral or performance indicators of probable use. <br />At least two supervisors, one of which trained in detection of the possible symptoms of drug <br />and/or alcohol use, shall substantiate and concur in the decision to test an employee. The <br />agreement between the two supervisors may be by telephone. Documentation of the employee’s <br />conduct shall be prepared and signed by the supervisors within twenty-four (24) hours of this <br />observed behavior. The supervisors shall complete and sign the fitness for duty, reasonable <br />WRITTEN SAFTEY PROGRAM Page | 239 <br /> <br />