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2. Driving a company vehicle while under the influence of alcohol or a controlled substance. <br />3. Distribution, sale, or purchase of an illegal or controlled substance. <br />4. Possession or use of an illegal or controlled substance or being under the influence of an <br />illegal or controlled substance while on the job. <br />The following items at a minimum shall always be applicable and enforceable. <br />1. Drug Testing: <br />a. Each employee, as a condition of employment, may be required to participate in <br />pre -employment, reasonable suspicion, project specific and follow-up testing upon <br />selection or request of management. Any employee who refuses to submit to drug or <br />alcohol testing requested by management will be subject to disciplinary action, up to <br />and including immediate termination. Altered samples, substituted samples and <br />negative dilutes constitute employee failure to cooperate with a management <br />investigation in violation of Green Demolition Contractors business conduct policy. <br />Any employee submitting such a sample will be subject to disciplinary action, up to <br />and including immediate termination. <br />b. Drug or alcohol testing required or requested by the company will be conducted at <br />the company expense. Testing for the presence of alcohol will be conducted by <br />analysis of breath and or cognitive function. Testing for the presence of the <br />metabolites of drugs will be conducted by the analysis of urine. <br />c. To ensure the accuracy and fairness of our testing program, all testing will be <br />conducted according to DHHS/SAMHSA guidelines where applicable and will <br />include a screening test; a confirmation test; the opportunity for a split sample; <br />review by a Medical Review Officer, including the opportunity for employees who <br />test positive to provide a legitimate medical explanation, such as a physician's <br />prescription, for the positive result; and a documented chain of custody. <br />2. Testing Based on Reasonable Suspicion: <br />a. Employees may be referred by a supervisor to a company -approved physician or <br />medical group for evaluation when a supervisor has reason to believe that the <br />employee is intoxicated or using controlled substances or other illegal drugs during <br />work hours or at a time which may affect job performance or safety. Evidence of <br />such behavior may include, but is not limited to: <br />I. Slurred speech <br />2. Uneven gait <br />3. Mood swings <br />4. Violent temper <br />5. Excessive absenteeism/ tardiness <br />