Opening of Bids - Momentum TIF Project - Site Work Rebid Proj No 124-018R - Premium Concrete Services

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3. History -check Requirement Compliance. Prior to the first time that the Company uses an employee to perform covered safety -sensitive duties (i.e., a new hire or an employee transferring into a covered safety -sensitive position) the Company will require a "history check" of the employee. The history check will look back into the employee's past two years of DOT employment for DOT violations. History checks are conducted only after obtaining the employee's written authorization to do so. Any employee refusing to provide written consent will not be permitted to perform covered safety -sensitive functions. The Company will not allow the covered safety -sensitive employee to perform their functions after 30 days from the date on which the employee first performed safety -sensitive functions, unless the Company has obtained or made and documented a good faith effort to obtain alcohol and drug testing nformation from previous DOT -regulated employers. Information request. The Company will request the following information about the employee: a) Alcohol tests with a result of 0.04 or higher alcohol concentration; b) Verified positive drug tests; C) Refusals to be tested (including verified adulterated or substituted drug test results); d) Other violations of DOT agency drug and alcohol testing regulations; and e) With respect to any employee who violated a DOT drug and alcohol regulation, documentation of the employee's successful completion of DOT return -to -duty and follow- up testing requirements. The Company will make at least two attempts by telephone, a -mail or fax, and maintain documentation associated with the attempts to obtain history -check information (e.g., date and time of the attempt, persons contacted). the individual or for termination. Violation Consequences. The Company will not use any employee in a DOT covered safety -sensitive position that has had a past DOT violation and has not complied with DOT eligibility standards for returning to covered safety -sensitive work. The Company will also ask the employee if they had any pre -employment test that was positive for which the previous employer did not hire them. The employee's answer to this question will be maintained as part of the employee's history -check information. 4. Employee Notification of Tests ' Employees will be notified directly', when a test must be conducted. While the circumstances for a test will differ by its reason -for -test, the Company will endeavor to conduct all tests with only a limited number of Company personnel having knowledge of the reason for the test. All testing will be unannounced. until the last possible moment. The timing will vary in conjunction with the reason - for -test. For example, apre-employment test will be announced during the job application; a random test is announced within the test period, but just prior to the test, to maintain the element of surprise; and, announcements of post -accident or reasonable suspicion tests are controlled by the circumstances that come to light around the time of the event (e.g., accident). All alcohol tests will be conducted just prior to, during, or just after the performance of covered safety -sensitive duties. Drug tests may be conducted anytime the employee is at work. The DER and Company supervisors will be responsible for notifications and to help maintain the element of confidentiality. When an employee is notified for a test, the employee must proceed to the collection site mmediately. Immediately means that after notification, all the employee's actions must lead to an immediate specimen collection (or test). The Company considers "travel time to the collection site. plus 30 minutes" as the maximum acceptable interval of time between notification and testing. Premium Concrete Services, Inc.- PHMSA DRUG/ALCOHOL PLAN 16 '�J NATIONAL COMPLIANCE MA�IAGEMFhIT SERVICE, I�IC. (NCMS) 2011 (update 2�21i. The NCMS plan is Iha subject of a reyisiored w�yrlghl an�Y is prolecletl by copyriyht laws in IM1e U.S. and elsawhore Ail Agttls asewed