Opening of Bids - Demo 1000 W. Sample St. (Fun FX Building) Proj No. 123-014R - Alpine Demolition

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E. The handling and transportation of each specimen will be properly documented through the strict chain of custody procedures. Rules — Disciplinary Actions — Grievance Procedures A. Rules — all employees must report to work in a physical condition that will enable them to perform their jobs in a safe and efficient manner. Employees shall not: 1- Use, possess, dispense or receive substances on or at the job site; or 2- Report to work with any measurable amount of prohibited substances in their system. B. Discipline — when the company has reasonable cause to believe an employee is under the influence of a prohibited substance, for reasons of safety, the employee may be suspended until test results are available. If no test results are received after three (3) working days, the employee, if available, shall be returned to work with back pay. If the test results prove negative, the employee shall be reinstated with back pay. In all other cases: 1- Applicants testing positive for drug use will not be hired. 2- Employees who have not voluntarily come forward, and who test positive for drug use, will be terminated. 3- Employees who refuse to cooperate with testing procedures will be terminated. 4- Employees found in possession of drugs or drug paraphernalia will be terminated. 5- Employees found selling or distributing drugs will be terminated. 6- Employees found under the influence of alcohol while on duty, or while operating a company vehicle, will be subject to termination. C. Prescription Drugs — employees using a prescribed medication which may impair performance of job duties, either mental or motor functions, must immediately inform their supervisor of such prescription drug use. For the safety of all employees, the company will consult with you and your physician to determine if a re -assignment of duties is necessary. The company will attempt to accommodate your needs by making an appropriate re -assignment. However, if a re -assignment is not possible, you will be placed on temporary medical leave until released as fit for duty by the prescribing physician. D. Grievance — all aspects of this policy and program shall be subject to the grievance procedure of the applicable collective bargaining agreements. Drug/Alcohol Testing A. The parties to this policy and program agree that under certain circumstances, the company will find it necessary to conduct drug and alcohol testing. While "random" testing is not necessary for the proper operation of this policy and program, it may be necessary to require testing under the following conditions: 1- A pre -employment drug and alcohol test maybe administered to all applicants for employment 2- A test may be administered in the event a supervisor has a reasonable cause to believe that the employee has reported to work under the influence, or is or has been under the influence while on the job; or has violated this drug policy. During the process of establishing reasonable cause for testing, the employee has the right to request his on -site representative to be present; 3- Testing may be required if an employee is involved in a workplace accident/incident or if there is a workplace injury;