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operate any equipment, perform any duties and will be immediately removed from service <br />and suspended, without pay, for a period of no less than thirty (30) days and will be offered <br />the opportunity to participate in the EAP as long as the positive test result is the first time. <br />If a negative return to duty drug test result is received from the MRO, Rieth-Riley will <br />decide if continued employment of the individual is in the best interests of the company. <br />If an employee either. a) provided a specimen that is determined by the MRO to be <br />either adulterated or substituted; or b) previously tested positive, completed the <br />EAP prescribed by the counselor, and tests positive a second time at any time in <br />the future, then it will result in his/her immediate termination with no opportunity <br />for re -hire in the future at any Rieth-Riley location. If an employee has refused to test, <br />the employee will be considered in violation of this policy and will be dealt with in <br />accordance with Paragraph 5.3. <br />7.2 To be able to be returned to a CDL position the employee must complete the steps <br />outlined in Paragraphs 5.9 and 5.10 and Section 6.0. <br />8. VOLUNTARY DISCLOSURE <br />Rieth-Riley encourages employees to seek help if they feel they have a problem with drug or <br />alcohol misuse before it becomes a matter of discipline with the Company. Rieth-Riley will assist <br />any employee in seeking professional help to address their problem, who voluntary discloses to <br />the Company that he/she believes that he/she has a drug and/or alcohol problem. This voluntary <br />step of self -identification is the responsibility of the employee; and with the exception of certain <br />conditions, will alleviate the requirement for disciplinary action if brought to Rieth-Riley's <br />attention prior to any testing conducted by Rieth-Riley. Upon disclosure of a problem to Company <br />personnel, the employee will be removed from all duties, including safety -sensitive duties without <br />pay until completion of all steps outlined in Section 6.0 of this policy. The employee will be <br />responsible for costs associated with this process in the same manner as any other employee. <br />If the employee makes no commitment to overcoming the problem and achieving a satisfactory <br />level of performance, attendance, or behavior, then termination of employment will result. <br />9. CONFIDENTIALITY AND RELEASE OF INFORMATION <br />9.1 Under no circumstances, unless required or authorized by law, will alcohol or drug <br />testing information or results for any employee or applicant be released without written <br />request from the applicable employee. <br />9.2 However, Rieth-Riley may release information as follows: <br />9.2.1 Copies of the results of alcohol or drug testing to an identified person <br />provided the employee has provided written consent. <br />9.2.2 Copies of information requested by the Secretary of Transportation, any DOT <br />agency, or any State or local official with regulatory control over Rieth-Riley or any <br />of its employees. <br />3.2-13 01116 <br />