Opening Request for Qualifications - SB Pinhook WTP Guaranteed Savings Contract - Reynolds Construction

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believe that the worker is demonstrating signs of impairment due to alcohol and/or other drugs. In most cases, the objective evidence given rise to probable cause shall be observed by at least two individuals, ideally two supervisors, but the parties recognize that in certain circumstances the observation may be made by only one individual. An example of objective evidence is when a worker shows signs of impairments, such as difficulty in maintaining balance, slurred speech or erratic typical behavior. Random: Employees shall be randomly selected for unannounced drug and alcohol testing through a system using scientifically, statistically, and legally valid number generation process. A list of names and corresponding numbers shall be selected at random to select the employees for testing on a monthly basis. Using this process, an employee could be selected for testing more than once a year. Employees selected for testing shall be notified by their supervisor on the day that they are to be tested. Refusal to Test:Refusal by an employee to submit to a drug or alcohol test when requested to do so, under the terms of this policy, shall be considered the same as a confirmed positive test result and shall be grounds for termination of employment. Re-Instatement: An employee who was discharged for a positive drug test may be given an opportunity to retain employment, provided they have been evaluated by a Substance Abuse Professional (SAP) following successful completion of a rehabilitation program and must test negative before returning to work or before re-employment. Employees who are rehired or return to work following a layoff, extended vacation, or an illness of six weeks or longer must also test negative prior to returning to work. Employees who have been discharged for a positive drug or alcohol test are responsible for those costs unless the test proves that these employees are in fact negative. If an employee had tested positive for drugs, then there must be at least six (6) follow-up tests in the first twelve months after returning to duty. Those tests are also at the employee’s expense. Personnel testing .04 or greater for alcohol must have test results less than .02 before returning to work and be subject to follow-up testing. Those tests must be unannounced and there must be at least six tests in the first twelve months. These tests may be extended up to sixty (60) months, based on the advice of the medical review officer. Safety Security Sensitive Positions: Includes all positions where an employee is operating a company-owned vehicle or performing tasks where unsafe practices could endanger health, safety, or security of the employee or others. Security sensitive positions are those that have access to or handle company funds, bidding information, or perform security services at job sites. Special Drug and Alcohol Searches: When there is a reason to believe that a specific employee or group of employees may be in possession of alcohol and drugs which are prohibited under the company’s policy, the employees may be required, as a condition of employment, to submit to a reasonable search (i.e., clothing, lockers - if available, purses, lunch boxes or other containers including desks or personnel vehicles while on company property). Split Specimen: Starting on August 15, 1994, all companies doing drug testing must implement the use of split specimens. Laboratories plan to furnish two identical vials for each test kit. The driver’s test sample is divided into thirty millimeter and fifteen millimeter samples and one can WRITTEN SAFTEY PROGRAM Page | 245