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• Support fellow workers in seeking help.
• Report dangerous behavior to their supervisor.
• It is the supervisor's responsibility to:
• 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, all employees
will be required to acknowledge receipt of this handbook policy through electronic signature acknowledgement
procedures.
The policy will be reviewed in orientation sessions with new employees.
The policy and assistance programs will be reviewed at safety meetings. Every supervisor will receive training to help
him/her recognize and manage employees with alcohol and other drug problems.
The unlawful possession, manufacturing, distribution, dispensation or use of any controlled substance is inconsistent with
the Company's objective of operating in a safe and efficient manner and is strictly prohibited.
Accordingly, no employee shall engage in the unlawful possession, manufacture, distribution, dispensation or use of any
controlled substance (illegal drug) during working hours or at any time on Company or client premises.
No employee shall report to work or continue to work while under the influence of any drug whose manufacture, sale,
dispensation, distribution, use or possession is unlawful.
No employee shall use or have in his or her possession on Company or client premises any prescription medication other
than medications currently prescribed by a physician for the employee. Employees taking physician-prescribed
medications that could potentially impair their job performance should immediately notify Safety and Employee Services
so that the company can engage in the Interactive Process to determine whether a reasonable accommodation can be
provided. Employees should not report to work under the influence of any drug, even prescription drugs, if their ability to
perform the job is impaired in any way.
Employees taking physician-prescribed medication that will not impair their job performance should present a statement
from the prescribing physician to the Employee's Supervisor indicating the duration of the prescription and stating that
the use of the prescription will not impair the employee's ability to perform his or her specific job duties. This Policy does
not require or request the prescribing physician or the employee to identify the prescription drug or the medical condition
for which it is prescribed.
The use of alcoholic beverages by employees engaged in the operation or maintenance of Company equipment and/or
facilities is inconsistent with the objective of operating in a safe and efficient manner. Accordingly, no employee shall use
or possess alcoholic beverages on Company or client premises or during shift/working hours.
No employee shall report to work or continue to work under the influence of alcoholic beverages. The use of alcohol at
Company approved functions (business meals, employee gatherings, celebration events, cocktail hours at conferences,
etc.) is acceptable if (1) The activity and/or an employee's involvement in an activity is pre-approved by the Company
management and (2) Such consumption is done in moderation so as to protect the safety of the employee, fellow
employees, clients and the public in general.
Lockers, desks, storage areas and Company vehicles are Company property and must be maintained according to Company
standards. All such areas must be kept clean and are to be used only for work-related purposes. The Company reserves
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