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Opiates <br /> Phencyclidine (PCP, ANGEL DUST) <br /> Amphetamines <br />Ecstasy (MDMA) <br />Heroin <br /> Metabolic of those drugs of which possession and use are prohibited by state and federal <br />law in this country. <br /> Prescription drugs used by a person in a manner other than as prescribed by the treating <br />physician or in accordance with the physician’s directions. <br /> So-called “designer drugs”, and any similar substances even if state or federal law does <br />not specifically prohibit them. <br />*While we recognize that the DOT requires a SAMNSA 5-panel drug screen, some of our jobs <br />require a 10-panel drug screen. In those instances, we shall make that a mandatory part of our <br />program. <br />Last Chance Agreement: An agreement between the employee and the company where upon <br />the employee agrees to remain drug and/or alcohol free after testing positive for substance abuse <br />the first time. A subsequent positive test would result in termination. <br />Legally Prescribed Drugs: This policy also covers drugs which may be abused even though <br />they are available legally, such as cough syrup, over-the-counter medications, or drugs for which <br />an employee has a valid prescription. <br />Medical Review Officer: A licensed physician responsible for receiving laboratory results <br />generated by a substance abuse testing program. He/she has knowledge of substance abuse <br />disorders and has received appropriate medical training to interpret and evaluate an individual’s <br />medical history and other relevant valuable medical information as certified by either the <br />American Medical Association or the American College of Occupational and Environmental <br />Medicines. <br />Other Substances: Other substances, whether inhaled, injected, ingested, or absorbed, and <br />which are not intended for human consumption (i.e. glue, solvents, patches, etc.) are also <br />prohibited by this policy. <br />Possession of Alcohol and/or Drugs: The possession, use, transfer, or sale of alcohol, illegal <br />drugs or prescription drugs (without a valid prescription) on company property (as defined in this <br />policy) by ANY EMPLOYEE is prohibited and disciplinary action up to and including discharge <br />is appropriate. Any circumstances that indicate the violation of state, federal or local laws may <br />be reported to appropriate law enforcement officials and the company will cooperate in any <br />criminal prosecutions. <br />Probable and Reasonable Cause: This is defined as those circumstances based on objective <br />evidence about the worker’s conduct in the workplace, that would cause a reasonable person to <br />WRITTEN SAFTEY PROGRAM Page | 244 <br /> <br />