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F. All time spent repairing, assisting, or attending to a disabled motor <br />vehicle. <br />5.1.3 No employee shall be on duty or operate a CMV while the employee <br />possesses or is under the influence of alcohol. <br />5.1.4 No employee shall use alcohol while performing safety -sensitive <br />functions, <br />5.1.5 No employee shall perform safety -sensitive functions within four (4) <br />hours after using alcohol. <br />5.1.6 No employee required to take a post -accident test shall use alcohol for <br />eight (8) hours following the accident or until he or she undergoes a post - <br />accident test, whichever occurs first. <br />5.1.7 No employee shall refuse to submit to a post -accident, random, <br />reasonable suspicion, return -to -duty, dilute or follow-up alcohol or drug test. If <br />however, an employee is screened per the terms of Rieth-Riley's Post Event <br />Drug and Alcohol Screening Policy and the result is negative, then the <br />employee will not be required to submit to the test prescribed hereunder post - <br />accident. <br />5.2 Prescription Medication and/or Other Medication Use <br />5.2.1 An employee is prohibited from reporting for duty or remaining on duty when <br />the employee uses any controlled substance, except when the use is pursuant to <br />the written instruction of a physician who has advised the employee that the <br />substance will not adversely affect their ability to safely perform their duties. The <br />employee must provide the Company with proof of such medical advice. The <br />Company will decide if the employee can remain at work or on the Company <br />premises and what work restrictions, if any, are deemed necessary. <br />5.2.2 Any employee who is using a prescribed drug, other medication or any other <br />substance, which is known or advertised as possibly affecting or impairing <br />judgment, coordination or other senses, (including dizziness or drowsiness), or <br />which may adversely affect the employee's ability to perform work in a safe and <br />productive manner, must notify the Company prior to starting work or entering any <br />Company premises. The Company will decide if the employee can remain at work <br />or on the Company premises and what work restrictions, if any, are deemed <br />necessary. <br />5.2.3 Ingestion of products that contain hemp will not be an acceptable <br />explanation for testing positive for marijuana. <br />5.3 Refusal to Test Refusal to submit to the types of drug and alcohol tests employed <br />3.2-5 01 /16 <br />