Opening of Bids - 3400 Block S. Michigan Street Improvements Proj No. 120-062 - LaPorte Construction Co., Inc.

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EQUAL OPPORTUNITY EMPLOYER Company Employee Drug-Free Workplace Policy Pursuant to regulations promulgated by the State of Indiana, Executive Order number 90-5, dated April 12, 1990, LaPorte Construction Co., Inc. has established the following: (1) a drug-free awareness program, (EAP Program); (2) a Company Drug-Free Workplace Policy; (3) an Employees Assistance Program (EAP Program); and (4) the penalties which may be imposed upon any employee for drug abuse violations occurring in the workplace. It is the policy of LaPorte Construction Co., Inc. that its employees should be free of substance abuse while on the jobsite at all times. Consequently, the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance by employees in the Company’s workplace is prohibited. The overall goal is to insure a drug-free workplace and to reduce accidents, injuries and fatalities. Employees shall be notified upon hiring, rehiring or returning to active employment status, that as a condition of continued employment, the employee will (1) abide by the terms and conditions of the Drug-Free Workplace Policy; (2) notify the Company of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) days after such conviction. LaPorte Construction Co., Inc. shall notify in writing the contracting State Agency and the Indiana Department of Administration within (10) days after receiving notice from an employee, as outlined in (2) above, or otherwise receiving actual notice of such conviction. LaPorte Construction Co., Inc. shall within thirty (30) days after receiving notice of such employee conviction, impose the following sanctions or remedial measures on any employee who is convicted of drug abuse violations in the workplace; (1) take appropriate personnel action against the employee, up to and including termination; or (2) require such employee to Satisfactorily participate in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State or Local health, law enforcement or other appropriate agency. Prospective employees and employee rehires may be tested for substance abuse. Following an extended period of absence, and prior to an employee returning to work, the employee may be tested for substance abuse. LaPorte Construction Co., Inc. is a member of the Figment Group, Inc., Consortium/Third Party Administrators and they will implement random drug screening and/or any requests for drug testing, as well as perform any employee/supervisor educational training. Employees who are involved in an on-the-job (OSHA recordable) injury; an employee involved in an on-the-job injury requiring medical treatment; or an employee involved in an on-the-job injury whose performance or behavior gives reasonable cause to believe that he or she may be in violation of this Policy, will be tested for substance abuse. If the employee tests positive (for illegal drug abuse), the employee will be discharged. If the employee refuses the testing, the refusal may be deemed an admission and the employee will be discharged. If an employee has tested positive for substance abuse, either post accident or with regards to job specific pre - employment testing, the employee may reapply for employment with LaPorte Construction Co., Inc. after ninety (90) days provided he/she passes approved clinical testing. The testing will be conducted at the employee’s expense. Employees whose on-the-job behavior or performance gives reasonable cause to believe that he or she may be in violation of the Policy may be tested for substance abuse. Employees operating a Company vehicle(s) shall be tested for substance abuse. LaPorte Construction Co., Inc. shall make a good faith effort to maintain a drug-free workplace through the implementation of this Drug-Free Workplace Policy. The terms and conditions of this Policy are subject to any and all collective bargaining agreements previously signed or currently in effect and force. These collective bargaining agreements may supersede certain provisi ons of this Policy. Employees covered by a collective bargaining agreement shall have no disciplinary action levied against them due to this Policy until the bargaining unit is notified and the terms of the agreement have been reviewed. LaPorte Construction Co., Inc. Lori Schrad, President