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Browning Chapman, LLC <br />DRUG FREE WORKPLACE POLICY <br />Chapter 5 Page 13 of 477 © Safety Resources, Inc. 2016 <br />Return to Duty Testing: If an employee has received a positive test result he must take another test, termed a “return to <br />duty test” before he is eligible to return to work, and he must receive a negative result. Payment arrangements for this <br />test are the responsibility of the employee. <br /> <br />Substance Abuse Professional (SAP): A licensed physician (Medical Doctor or Doctor of Osteopathy), a licensed or <br />certified psychologist, a licensed or certified social worker, or a licensed or certified employee assistance professional. <br />Additionally alcohol and drug abuse counselors must be certified by the National Association of Alcoholism and Drug <br />Abuse Counselors (NAADAC) Certification Commission, a national organization that i mposes qualification standards for <br />treatment of alcohol and/or drug related disorders. All must have knowledge of and clinical experience in the diagnosis <br />and treatment of substance abuse-related disorders. <br /> <br />PROHIBITED PRACTICES <br /> <br />Browning Chapman, LLC is committed to providing a workplace free of alcohol, drugs, and all other substances that may <br />cause impairment. The following practices are prohibited while employed by Browning Chapman, LLC and violation of <br />these prohibited practices may result in termination. <br /> <br />1. The sale, distribution, or use of drugs and alcohol is strictly prohibited during work. Sale or distribution of drugs <br />is prohibited regardless of whether the distribution takes place on or off company premises or at owner- <br />controlled worksites. <br />2. Any possession of open alcohol containers while on company or client property is prohibited. <br />3. Working while impaired due to the use of drugs or alcoholic beverages is prohibited. <br />4. Use and abuse of prescription of over the counter medication while working and wherein this medication causes <br />impairment and interferes with primary job functions is not allowed. <br /> <br />TESTING POLICY AND PROCEDURES <br /> <br />A. TYPES AND CIRCUMSTANCES FOR TESTING <br />Contractors are required to send all drug test results, regardless of the reason for testing, to the CCS database. The <br />following is a listing of the types of testing, and required time frames for such testing, as required under this p olicy: <br /> <br />1. Annual/Pre-employment Testing - Each onsite contractor employee is to be tested or provide documentation of <br />having been tested within the past 12 months, and is to participate in annual testing. To preserve resources of <br />time and money each time an employee is tested, regardless of the reason, the latest test date will become their <br />new annual testing date for purposes of the CCS program. This policy prohibits a contractor from giving any <br />more than 14 days’ notice to an employee of annual/pre-employment testing dates. It is not the intent of this <br />policy to punish anyone because of failure to remember their annual test. Therefore, employers should have <br />some type of system to inform employees when their annual test is due. <br /> <br />2. Post-Accident Testing - A substance abuse drug and alcohol test of an onsite contractor employee may be <br />required when they are involved in an accident/incident or event, caused by them either directly or indirectly, <br />that results in treatment by a health care provider, or that results i n damage to property, including any serious <br />near-miss incident. The test is administered per the discretion of the company and will only occur if impairment <br />is suspected of contributing or causing the accident or injury. <br /> <br />3. Probable Cause/Reasonable Suspicion Testing with Documentation - A substance abuse drug and alcohol test <br />shall be required at the time of observable probable cause circumstances, based on objective evidence about <br />the worker’s conduct in the workplace, that would cause a reasonable person to believe that the worker is <br />demonstrating signs of impairment due to alcohol or other drugs. Job superintendent and foreman are trained <br />in drug and alcohol awareness on the jobsite. Examples of objective evidence include when a worker shows <br />signs of impairment such as difficulty in maintaining balance, slurred speech, or erratic or atypical behavior, etc. <br />Such observation must be documented, and the supervisor shall provide the employee with a copy.