726 - DRUG-FREE WORKPLACE POLICY
The DPI Group is committed to protecting the safety, health and well-being of all employees and other individuals in the workplace. We recognize that drug use poses a significant threat to our goals. We have established a drug-free workplace program that balances respect for individuals with the need to maintain a drug-free environment.
WE ENCOURAGE EMPLOYEES TO VOLUNTARILY SEEK HELP WITH DRUG AND ALCOHOL PROBLEMS.
Covered Workers. Any individual who conducts business for the Company, is applying for a position or is conducting business on the Company's property is covered by the drug-free workplace policy. The policy includes, but is not limited to CEO, executive management, managers, supervisors, full-time employees, part-time employees, off-site employees, and applicants.
Applicability. Our drug-free workplace policy is intended to apply whenever anyone is representing or conducting business for the Company. Therefore, this policy applies during all working hours, whenever conducting business or representing the Company while on call, paid standby and while on Company property.
Prohibited Behavior. It is a policy violation to be under the influence, possess, sell, trade, and/or offer for sale, illegal drugs, or intoxicants.
Notification of Convictions. Any employee who is convicted of a criminal drug violation must notify the Company in writing within five calendar days of the conviction. The Company will take appropriate action within 30 days of notification. Federal contracting agencies will be notified 10 days after receiving notice that a covered employee has been convicted of a criminal drug violation in the workplace.
Arrests. For our Security Department, DPSST requires that any certified security officer or manager that is arrested for a crime (inclusive of drug-related crimes) must report that arrest either to the employer or DPSST within 48 hours of the arrest.
Searches. Entering the Company's property constitutes consent to searches and inspections. If an individual is suspected of violating the drug-free workplace policy, he or she may be asked to submit to a search or inspection at any time. Searches can be conducted of lockers and desks and workstations.
Drug Testing. To ensure the accuracy and fairness of our testing program, all testing will be conducted according to Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines where applicable and will include a screening test; a confirmation test; the opportunity for a split sample; review by a Medical Review Officer, including the opportunity for employees who test positive to provide a legitimate medical explanation, such as a physician's prescription, for the positive result; and a documented chain of custody.
Employees may be required to participate in pre-assignment, random, post-accident, reasonable suspicion, return-to-duty, and follow-up testing upon selection or request of management.
The substances that may be tested for are: Amphetamines, Cannabinoids (THC), Cocaine, Opiates and Phencyclidine (PCP). Testing for the presence of the metabolites of drugs will be conducted by the analysis of urine and saliva.
Any employee who tests positive will be immediately removed from duty, suspended without pay for a period of 30 days, referred to a substance abuse professional for assessment and recommendations, required to successfully complete recommended rehabilitation including continuing care, required to pass a Return-to-Duty test and sign a Return-to-Work Agreement, subject to ongoing, unannounced, follow-up testing for a period of two years and terminated immediately if he/she tests positive a second time or violates the Return-to-Work Agreement.
An employee will be subject to the same consequences of a positive test if he/she refuses the screening or the test, adulterates or dilutes the specimen, substitutes the specimen with that from another person or sends an imposter, will not sign the required forms, or refuses to cooperate in the testing process in such a way that prevents completion of the test.
Consequences. One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious. In the case of applicants, if he or she violates the drug-free workplace policy, the offer of employment can be withdrawn. The applicant may reapply after 30 days and must successfully pass a pre-employment drug test.
If an employee violates the policy, he or she will be subject to progressive disciplinary action and may be required to enter rehabilitation. An employee required to enter rehabilitation who fails to successfully complete it and/or repeatedly violates the policy will be terminated from employment. Nothing in this policy prohibits the employee from being disciplined or discharged for other violations and/or performance problems.
Return-to-Work Agreements. Following a violation of the drug-free workplace policy, an employee may be offered an opportunity to participate in rehabilitation. In such cases, the employee must sign and abide by the terms set forth in a Return-to-Work Agreement as a condition of continued employment.
Assistance. The Company recognizes that alcohol and drug abuse and addiction are treatable illnesses and that early intervention and support improve the success of rehabilitation. Through this policy, the Company seeks to:
Encourage employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.
Encourage employees to utilize the services of qualified professionals in the community to assess the seriousness of suspected drug or alcohol problems and identify appropriate sources of help.
Allow the use of accrued paid leave while seeking treatment for alcohol and other drug problems.
Facilitate treatment for alcoholism and/or other drug use disorders. Services may be covered by the employee benefit plan or other programs, although the ultimate financial responsibility for recommended treatment belongs to the employee.
Confidentiality. All information received by the Company through the drug-free workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies.
Shared Responsibility. A safe and productive drug-free workplace is achieved through cooperation and shared responsibility. Both employees and management have important roles to play. All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on or off-duty use of alcohol or other drugs. In addition, employees are encouraged to:
Be concerned about working in a safe environment.
Support fellow workers in seeking help.
Report dangerous behavior to their supervisor.
It is the supervisor's responsibility to:
Inform employees of the drug-free workplace policy.
Observe employee performance.
Investigate reports of dangerous practices.
Document negative changes and problems in performance.
Counsel employees as to expected performance improvement.
Clearly state consequences of policy violations.
Communication. Communicating our drug-free workplace policy to both supervisors and employees is critical to our success. To ensure all employees are aware of their role in supporting our drug-free workplace program:
The policy will be reviewed in orientation sessions with new employees.
The policy and assistance programs will be reviewed at safety meetings.
Employee education about the dangers of alcohol and drug use and the availability of help will be provided to all employees.
Every DPI Supervisor will receive training to help him/her recognize and manage employees with alcohol and other drug problems.
@2021 The DPI Group. Revision Dates: 12/07/2021, 02/10/2021 - The policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.