Opening of Bids - SB - SBCSC Administration Building Renovation - Elevator Replacement Proj No. 124-001A - R. Yoder

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Substance Abuse Policy Continued Following is a more complete description of the circumstances when R. Yoder Construction will conduct drug and/or alcohol testing: + PRE -EMPLOYMENT TESTING: Each individual offered employment must pass a drug test as a condition of employment. Management has the right to waive this equirement on an individual basis. + RANDOM TESTING: Employees may be selected at random for drug testing at any interval determined by the Company. + REASONABLE CAUSE TESTING: The Company may ask an employee to submit to a drug and/or alcohol test at any time it has reasonable cause to believe that the employee may be under the influence of drugs or alcohol during working hours, including, but not limited to, the following circumstances: observation of drug use, evidence of drugs or alcohol on or about the employee's person or in the employee's vicinity during working hours, specific observations concerning the appearance, behavior, speech, or body odors of an employee, unusual conduct on the employee's part as evidenced by the employee's work time actions, appearance, or conduct, arrest or conviction for a drug- and/or alcohol -related offense (about which employees are required to notify HR within 3 calendar days). + POST -ACCIDENT TESTING: Any employee involved in an on-the-job accident or ury that results in (a) death, (b) bodily injury that requires medical treatment away from the scene of the accident, or (c) property damage of at least $250.00 will be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was or could have been injured, but also any employee who potentially contributed to the accident or injury event in any way. Near misses may be subject to testing under this policy as well. An employee who does not report an injury on the day of occurrence and is required to seek medical assistance at a later date may be subject to a drug test. Voluntary Identification and Rehabilitation/Treatment. An employee who voluntarily says he has a drug- or alcohol -related problem will not be subject to discipline for volunteering that fact. Instead, the employee may request an unpaid leave of absence to undergo rehabilitation or treatment to overcome dependence on drugs or alcohol or to participate in other programs recommended by a substance abuse professional. This leave will be in accordance with the terms and conditions of leave policies. Since the key to rehabilitation is the willingness to admit and seek to remedy the problemI this provision is not available to one who requests help (1) after being asked to submit to testing or (2) after the employee's use of drugs or alcohol becomes a personnel issue based on direct observation or evidence obtained from an arrest or criminal conviction for a drug- or alcohol -related offense. Further, employees who volunteer such information and participate in a rehabilitation/ treatment program must still comply with rules concerning alcohol and drugs and will be subject to discipline for a violation. If an employee successfully completes arehabilitation/treatment program as verified in writing by the program's administrator, the employee may return to work when work is available. Return to work will be conditioned upon compliance with individual responsibilities, including follow up counseling and/or treatment and periodic testing. Costs associated with voluntary rehabilitation/treatment are at the employee's expense unless wholly or partially covered under R. Yoder Construction's health insurance program, and the employee is eligible for that coverage.