Opening of Bids - 2021 Asphalt Materials Bid Proj No. 121-026 - Rieth Riley Construction

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3RILEY CONSTRUCTION CO., INC. 100% Quality * 100% Employee Owned a Over 100 Years 7.1 Any employee testing positive for alcohol or who has a positive controlled substance test is considered to be in violation of this policy, and is not qualified to drive a CMV, operate any equipment, perform any duties and will be immediately removed from service and suspended, without pay, for a period of no less than thirty (30) days and will be offered the opportunity to participate in the EAP as long as the positive test result is the first time. If a negative return to duty drug test result is received from the MRO, Rieth-Riley will decide if continued employment of the individual,is in the best interests of the company. If an employee either: a) provided a specimen that is determined by the PIRO to be either adulterated or substituted; or b) previously tested positive, completed the EAP prescribed by the counselor, and tests positive. a second time at any time in the fixture, then it will result in his/her immediate termination with no opportunity for re -hire in the facture at any Rieth Riley location. If an employee has refused to test, the employee will be considered in violation of this policy and will be dealt with in accordance with Paragraph 5.3. 7.2 To be able to be returned to a CDL position the employee must complete the steps outlined in Paragraphs 5.9 and 5.10 and Section 6.0. 8.0 VOLUNTARY DISCLOSURE Rieth-Riley encourages employees to seek help if they feel they have a problem with drug or alcohol misuse before it becomes a matter of discipline with the Company. Rieth-Riley will assist any employee in seeking professional help to address their problem, who volntary discloses to the Company that he/she believes that he/she has a drug and/ alcohol problem. This voluntary step of self -identification is the responsibility of the employee; and with the exception of certain conditions, will alleviate the requirement for disciplinary action if brought to Rieth-Riley's attention prior to any testing conducted by Rieth-Riley or violation of this policy. Upon disclosure of a problem to Company personnel, the employee will be removed from all duties, including safety -sensitive duties- without pay until completion of all steps outlined in Section 6.0 of this policy. The employee will be responsible for costs associated with'this process in the same manner as any other employee. If the employee makes no commitment to overcoming the problem and achieving a satisfactory level of performance, attendance, or behavior, then termination of employment will result. 9.0 CONFIDENTIALITY AND RELEASE OF INFORMATION 9.1 Under no circumstances, unless required or authorized by law, will alcohol or drug testing information or results for any employee or applicant be released without written request and/or authorization from the applicable employee. 9.2 However, Rieth-Riley may release information as follows: 9.2.1 Copies of the results of alcohol or drug testing to an identified person provided the employee has provided written consent. 9.2.2 Copies of information requested by the Secretary of Transportation, any DOT agency, or any State or local official with regulatory control over Rieth-Riley or any of its employees. 9.2.3 The results of post -accident testing when requested by the National Transportation Safety Board as part of an accident investigation. 9.3 Employees are entitled, upon written request, to obtain copies of any records pertaining to their use of alcohol or controlled substances, including any records pertaining to his or her alcohol or controlled substance tests. 9.4 The HRD will maintain a list of all former employees who have tested positive and refused to participate in any EAP regimen of treatment or who have refused to take a test. Prior to hiring a person into a non -union or ESOP position, that person's name must be checked against this list by contacting the HRD. If the person has refused treatment or a test, they are not eligible for re -hire and a notation will be made in his/her personnel file identifying the reason for the hiring prohibition. (01/19)