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ALCOHOL AND DRUG FREE WORKPLACE <br />POLICY <br />Michels Corporation is committed to ensuring and maintaining an alcohol and drug -free <br />workplace. Although the primary goal is to ensure the safety of our employees, <br />subcontractors and the public, we, as a government contractor, are obligated by the <br />Drug Free Workplace Act of 1988 to satisfy various Federal requirements. This policy <br />pertains to all employees who work for Michels in any capacity, who are not <br />covered under DOT or other state, federal, and/or local laws and regulations. Employees <br />covered by collective bargaining agreements are asked to refer to their collective <br />bargaining agreement for specific information. <br />It is Michels' primary concern and duty to provide a safe workplace for our employees. <br />Accordingly, the improper use, sale, manufacture -thereof, consumption, dispensation, <br />being under the influence of, or possession of alcohol, illegal drugs, legal substances or <br />controlled substances on company premises, in company owned, leased or rented <br />vehicles, at company events or on company time, constitutes grounds for disciplinary <br />action up to and including immediate termination. <br />Guidelines: <br />1. The legal use of prescribed drugs is permitted on the job, only if it does not impair <br />your ability to safely and properly perform your job duties, and does not endanger <br />other individuals in the workplace or members of the public. You must notify your <br />supervisor and Human Resources of the use of prescribed drugs or other <br />substances that may affect your ability to perform your job. Employees may be <br />required to have their physician submit, in writing, a detailed explanation of any <br />effects the drug may have on the individual. <br />2. The use of illegal drugs, including medical marijuana, is prohibited during work <br />hours and possession of illegal drugs, including medical marijuana, is prohibited <br />on company premises, in company vehicles, at company events or on company <br />time. Disciplinary action, up to and including termination of employment, will be <br />taken against individuals who violate this policy. <br />a. Marijuana, including medical marijuana, remains illegal under federal law, <br />even where its use has been approved by certain states for recreational or <br />medical use. Accordingly, the Company reserves the right to take adverse <br />action based on use of illegal drugs as defined in this Policy (as <br />demonstrated by, for example, positive test results for illegal drugs or <br />admission of illegal drug use, as defined in this Policy, including medical <br />marijuana), to the fullest extent permitted under law. Additionally, the <br />Revised: 1012912018 <br />