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MICHELS 09 <br />=�= Resources, Regulations & Policies <br />From Human Resources <br />Company reserves the right to take adverse action where an employee is <br />impaired at work due to the use of medical or recreational marijuana or if <br />marijuana or marijuana products are possessed on company premises, in <br />company vehicles, any personal or rented vehicles while in the scope of <br />employment, at company events or if any are present on company time. <br />The Company will not refuse to hire an individual or take adverse action <br />toward an employee based on the individual's status as a patient who is <br />using medical marijuana in accordance with state law in the location to <br />which an individual applies or where an employee works. Additionally, the <br />Company will fully comply with any reasonable accommodation obligations <br />with respect to such medical marijuana users as may be required under <br />applicable law however; employees are restricted from performing their <br />duties while impaired by illegal drugs, including marijuana. <br />3. Michels will require urine, breath, saliva or other samples in any of the following <br />situations: <br />a. All final candidates for employment will be required to submit a sample and <br />successfully pass a drug screen as a condition of an employment offer. <br />b. Post incident testing of a current employee who is involved in any work - <br />related accident or incident while on duty. <br />c. Michels has reason to believe that the employee's behavior is being <br />influenced by drugs, alcohol, or by use of any controlled substance. <br />Reasonable suspicion for drug and alcohol testing is determined by a <br />company official (or other person considered competent). <br />d. Unannounced Random Testing. <br />e. Return to Duty and Follow up Testing <br />Employees refusing to submit to a test or test positive following any accident or incident <br />will be subject to disciplinary up to and including termination from their employment. As <br />an alternative to termination for a positive test, for the first offense, Michels may, at its <br />sole discretion, permit the employee to utilize the Employee Assistance Program (EAP) <br />for rehabilitation. Job retention will be dependent upon satisfactory completion of the <br />program and remaining free of drugs and alcohol abuse permanently. <br />Michels reiterates that the provisions of this policy constitute conditions of employment. <br />Therefore, refusal to submit to drug and/or alcohol testing or attempting to adulterate a <br />test as provided constitutes a breach of the conditions of employment and is grounds for <br />disciplinary action up to and including termination. <br />Employees with drug or alcohol addictions who come forward before being asked to take <br />a test or becoming subject to disciplinary action may be eligible to participate in a <br />rehabilitation or treatment program offered through the employee assistance program or <br />the Company's health insurance benefit coverage. The Company will not take <br />Revised. 1012912018 <br />