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Opening of Bids - Raclin Murphy Encore Center – Project No. 123-056 - Larson Danielson
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Opening of Bids - Raclin Murphy Encore Center – Project No. 123-056 - Larson Danielson
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6/11/2024 1:18:02 PM
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6/11/2024 1:17:32 PM
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Board of Public Works
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Projects
Document Date
6/11/2024
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DRUG & ALCOHOL POLICY <br />IMPAIRMENT-FREE WORKPLACE <br />Updated September 1, 2023 <br /> <br /> <br /> <br />No application of this policy will violate any applicable local, state, or federal law. Equal Opportunity Employer <br />Employee Policies are subject to change at any time without notice to employees. <br />impairment. An Officer, along with HR should be consulted before sending an employee for <br />testing. Management must use the “Reasonable Suspicion Reporting Form” to document <br />specific observations and behaviors that create a reasonable suspicion that an employee is <br />under the influence of illegal drugs or alcohol. <br /> <br />When reasonable suspicion testing is warranted, both the Officer and HR will meet with the <br />employee to explain the observations and the requirement to undergo a drug and/or alcohol <br />test within two hours. <br />Under no circumstances will the employee be allowed to drive himself or herself to the testing <br />facility. A Company approved driver must transport the employee or arrange for transportation. <br /> <br />Post-accident <br />Post-accident drug testing will be required for all injuries requiring treatment beyond first aid, <br />and any property damage where management deems there is significant damage, regardless of <br />who is “at-fault.” In all post-accident drug testing the Express Result testing, where available <br />will be administered at the drug testing facilities geographically located closest to the jobsite <br />or, if an office employee, to the Northwest Health Occupational Medicine facility used for <br />random drug testing. <br /> <br />If the employee refuses to be tested, yet the company believes he or she is impaired, the company <br />will make every effort possible to secure safe transportation for the employee to go home. <br />Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture, <br />or dispense an illegal drug in violation of this policy may be terminated. <br /> <br />Disciplinary Actions of a Positive Drug <br /> <br />Positive drug tests are reviewed and reported from a clinical standpoint only. Conclusion of a <br />positive drug test consists of clinical testing, and final review by a Medical Review Officer. It is <br />the right of only the MRO to contact an employee regarding current medications or health <br />related issues pertaining to the drug screening specimen. Once the medical review is <br />completed, a final test will be reported and posted or securely emailed to the employer. Any <br />employee who fails a drug test will be disciplined in the following progression: <br /> <br />After the first positive test, an employee will be: <br /> suspended from work for thirty (30) days. <br /> directed to a program of treatment of rehabilitation. <br /> subject to unannounced drug testing for one (1) year; <br />beginning the day the employee returns to work.
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