ALCOHOL AND DRUG-FREE WORKPLACE POLICY (WITH DRUG TESTING)
DRUG-FREE WORKPLACE STATEMENT
The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited in the Bonness Inc. workplace. A “controlled substance” means any controlled substance in schedules I through V of Section 202 of the Controlled Substances Act (21 U.S.C. Section 812). It is a condition of employment to refrain from using drugs on or off the job. Employees violating such prohibition will be subject to disciplinary action up to and including discharge in accordance with Bonness Inc. policies and procedures.
Each employee will notify the Personnel Coordinator of any criminal drug statute conviction for a violation of this prohibition no later than five days after such conviction. Failure to timely provide the required notice of a drug statute conviction will result in discipline, up to and including discharge.
DANGERS OF DRUG ABUSE IN THE WORKPLACE
Drug abuse in the workplace is one of the most common health and safety hazards in the workplace. Many drugs impair the physical and mental abilities of employees. One study has found that 40% of workplace deaths and 47% of all workplace accidents are drug related.
Drug abuse in the workplace also adversely impacts on productivity. Substance abusers work at only two-thirds of their capacity, are absent and tardy more often than non-abusers, and cause quality control problems. It is estimated that substance abuse in the workplace costs U.S. employers $100 billion dollars per year in productivity losses.
Finally, drug abuse in the workplace causes theft and employee morale problems. Studies have shown that 10% of drug abusers steal from their employers and co-workers or attempt to sell drugs to their co-workers to support their drug abuse habits. The real victims of drug abuse in the workplace are the drug abuser’s co-workers who must work overtime and otherwise cover for the loss of productivity associated with drug abuse in the workplace.
BENEFITS AND EMPLOYEE COOPERATION
Those employees with drug and alcohol abuse problems make up only a fraction of the work force, and the company regrets any inconvenience that may be caused the many non-abusers by the problems of the few. It is believed, however, that the benefits to be derived from the reduction in number of accidents, the greater safety of all employees, and the rehabilitation or termination of those who, because of alcohol or drugs, are a burden upon all other employees, will more than make up for any inconvenience or loss the rest of us experience. The company solicits earnestly the understanding and cooperation of all employees and employee organizations in implementing the policies set forth herein.
UNDERSTANDING THIS POLICY
Due to the requirements of the law, including Florida’s Workers Compensation statute, Chapter 440, some of the provisions of this policy are technical in nature. Please do no hesitate to ask your supervisor or the company’s personnel coordinator should you have any questions regarding this policy.
1.1 to establish and maintain a safe, healthy working environment for all employees; Revision August 19, 2009
1.2 to reduce the incidence of injury to person or property;
1.3 to reduce absenteeism, tardiness and indifferent job performance; and
1.4 to provide assistance toward outpatient rehabilitation for any employee who seeks the company’s help in overcoming any addiction to, dependence upon or problem with alcohol or drugs.
This policy is established pursuant to the drug-free workplace program under Florida’s Workers Compensation law. This law provides that an employee, who tests positive for drugs or alcohol following an injury incurred in the course and scope of his employment, forfeits his eligibility to receive worker’s compensation benefits. Refusal to take a drug or alcohol test will result in the same forfeiture. In addition, an employee can be terminated automatically for refusing to take a drug or alcohol test requested under this policy.
2.1 Reporting to work or attempting to work under the influence of intoxicating liquors, being in possession of intoxicating liquors, being under the influence of intoxicating liquors while on Company property, drinking, attempting to drink, selling, bartering, giving or distributing intoxicating liquors while on Company property are prohibited.
2.2 Reporting to work or attempting to report to work while under the influence of controlled substance or unauthorized legal drugs is prohibited. Additionally, the unlawful manufacture, distribution, possession, or use of controlled substances in the workplace or on BONNESS INC. property is prohibited.
2.3 Should it be determined that an employee has violated paragraph 2.1 and/or 2.2 above, the employee will be subject to discharge for the first offense.
“Company property” includes all areas within the boundaries of all parcels of real property owned or leased by BONNESS INC. and includes, but is not limited to, plant facilities, outside areas, change rooms, lockers, parking areas and access roads.
“Possession” will include more than being physically on a person; it will include being in areas under the control of the employee (e.g., inside personal automobiles, lockers, tool boxes, parcels, bundles, lunch boxes, and any other containers within the control of the employee).
“Controlled substances” are those illegal drugs in schedules I through V of Section 202 of the Controlled Substances Act (21 U.S.C. Section 812) and includes, but is not limited to, marijuana and any other illegal mind and/or behavior altering agent.
“Authorized legal drugs” or “Prescription or Nonprescription Medication” means a drug or medication obtained pursuant to a prescription or a medication that is authorized pursuant to federal or state law for general distribution and use without a prescription in the treatment of human diseases, ailments or injuries.
“Under the influence” will be considered as a positive drug test that indicates a detectable level of illegal drugs or unauthorized legal drugs, or a level of alcohol that indicates impairment of an employee’s bodily system. Additionally, an employee will be considered to be under the influence if he is unable to perform work in a safe and productive manner and/or is in a physical or mental condition that creates a risk to the safety and well-being of the affected employee, other employees, or BONNESS INC. property.
“Alcohol or alcoholic beverages” means any beverage that may be legally sold and consumed and that has an alcoholic content in excess of .5% by volume.
“Drug” means alcohol, including distilled spirits, wine, malt beverages, and intoxicating liquors; amphetamines; cannabinoids; cocaine, phencyclidine (PCP); hallucinogens; methaqualone; opiates; barbiturates; benzodiazepines; synthetic narcotics; designer drugs; or a metabolite of any of the substances listed herein.
“Drug test” or “test” means any chemical, biological, or physical instrumental analysis administered for the purpose of determining the presence or absence of a drug or its metabolites.
“Specimen” means a tissue or product of the human body capable of revealing the presence of alcohol and/or drugs or their metabolites.
Additional definitions can be found in the Florida Workers’ Compensation Drug Testing Regulations found in the Florida Administrative Code, Chapter 38F-9. A copy of these definitions is available from the company’s personnel coordinator.
PRESCRIPTION AND NONPRESCRIPTION MEDICATIONS
No prescription drug shall be brought upon company premises by any person other than the person for whom the drug is prescribed by a licensed medical practitioner, and shall be used only in the manner, combination and quantity as prescribed. Employees must keep all prescribed medicine in its original container, which identifies the drug, date of prescription, and the prescribing doctor. Employees taking such medication that may alter the employee’s behavior or physical or mental ability or contain a cautionary label regarding the use of machinery or operation of a vehicle, must notify their immediate supervisor before commencing work. The company may change the employee’s job assignment during the period of treatment. Without such notification and authorization to possess such medication the employee will be considered as possessing and being under the influence of unauthorized legal drugs, and therefore, subject to discipline in the same fashion as indicated in paragraph 2.3 above.
1. Use, possession, manufacture, distribution, dispensation or sale of illegal drugs or drug paraphernalia on company premises or company business, in company supplied vehicles, or during working hours;
2. Unauthorized use or possession, or any manufacture, distribution, dispensation or sale of a controlled substance on company premises or company business, in company supplies vehicles, or during working hours;
3. Unauthorized use, manufacture, distribution, dispensation or possession or any sale of alcohol on company premises or company business, in company supplies vehicles, or during working hours;
4. Storing in a locker, desk, automobile or other repository on company premises any illegal drug, drug paraphernalia, any controlled substance whose use is unauthorized, or any alcohol;
5. Being under the influence of an unauthorized controlled substance, illegal drug or alcohol on company premises or company business, in company supplied vehicles, or during working hours; “being under the influence” of an unauthorized controlled substance or illegal drug is defined as testing positive at a specified ng/ml level;
6. Use of alcohol off company premises that adversely affects the employee’s work performance, his own or others’ safety at work, or the company’s regard or reputation in the community; Revision August 19, 2009
7. Possession, use, manufacture, distribution, dispensation or sale of illegal drugs off company premises that adversely affects the employee’s work performance, his own or others’ safety at work, or the company’s regard or reputation in the community;
8. Switching or adulterating any urine sample submitted for testing;
9. Refusing consent to testing or to submit a breath, saliva, urine or blood sample for testing when requested by management;
10. Refusing to submit to an inspection when requested by management;
11. Failing to adhere to the requirements of any drug or alcohol treatment or counseling program in which the employee is enrolled;
12. Conviction under any criminal drug statute;
13. Arrest under any criminal drug statute under circumstance that adversely affects the company’s regard or reputation in the community;
14. Failure to notify the company of any arrest or conviction under any criminal drug statute within five days of the arrest or conviction;
15. Failure to report to their immediate supervisor the use of a prescribed drug which may alter the employee’s behavior or physical or mental ability; or contain a cautionary label regarding the use of machinery or operation of a vehicle;
16. Failure to keep prescribed medicine in its original container;
17. Refusing to sign a statement agreeing to abide by the company’s Alcohol and Drug Abuse policy;
18. Refusal to complete a Consent form prior to testing;
19. Refusal to complete the Chain of Custody Form after submission of a urine or blood specimen.
Testing for Drugs and Alcohol
All applicants for employment will be notified of and be required to take a pre-employment drug urinalysis and/or blood test. Applicants whose test results and interviews, combined with general reference and background checks, indicate present alcohol or drug abuse, (except the physician-prescribed prescription), will not be hired.
Current Employees – “Reasonable Suspicion Drug Testing” –
means drug testing based on a belief that an employee is using or has used drugs in violation of the company’s policy. The suspicion may be drawn from specific objective and aritculable facts and reasonable inferences drawn from those facts in light of experience. Among other things, such facts and inferences may be based upon:
1. Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug. Revision August 19, 2009
2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance or attendance.
3. A report of drug use, provided by a reliable and credible source, which has been corroborated independently.
4. Evidence that an individual has tampered with a drug test during his employment with the company.
5. Information that an employee has caused, or contributed to, an accident while at work, including accidents involving a company vehicle.
6. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or while on company premises or while operating company vehicles, machinery or equipment.
7. Involvement in an altercation on Company property.
The personnel Coordinator, immediate supervisor, or his/her designated representative will determine when a reasonable suspicion exists. Additionally, employees returning from a leave of absence of sixty (60) days or more, may, at the discretion of management, be required to submit to a substance test prior to returning to work.
Routine Fitness for Duty
The Company will require an employee to submit to a drug test if the test is conducted as part of a routinely scheduled employee fitness-for-duty medical examination that is part of the company’s established policy or that is scheduled routinely for all members of an employment classification or group.
If the employee in the course of employment enters an employee assistance program for drug-related problems or an alcohol and drug rehabilitation program, the employee will be required to submit to a drug test as a follow-up to such program, and on a quarterly, semi-annual, or annual basis for up to two years thereafter.
Drugs For Which a Test Will Be Conducted
ALCOHOL – (booze, hooch, drink, beer, liquor, wine, moonshine). All liquid medications containing ethyl alcohol (ethanol). Please read the label for alcohol content. As an example, Vick’s Nyquil is 25% (50 proof) ethyl alcohol. Comtrex is 20% (40 proof). Contact Severe Cold Formula Night Strength is 25% (50 proof) and Listerine is 26.9% (54 proof).
AMPHETAMINES – (bennies, black beauties, crystal, speed, uppers, crank) Obetrol, Biphetamine, Desoxyn, Dexedrine, Didrex.
CANNABINOIDS – (marijuana, hashish, maryjane, grass, reefer, pot, dope, etc.) Marinol (Dronabinol, TEC)
COCAINE – (coke, crack, blow, nose candy, toot, snow) (Cocaine HCI topical solution (Roxanne) Revision August 19, 2009
PHENCYCLIDINE – (PCP, angel dust) METHAQUALONE – (ludes, quaalude, optimil, parest, somnafac, sopor)
OPIATES – (heroin, horse, smack, powder) Paregoric, Parepectolin, Donnagel PG, Morphine, Tylenol with Codeine, Empirin with Codeine, APAP with Codeine, Asperin with Codeine, Robitussin AC, Guiatuss AC, Novahistine DH, Novahistine Expectorant, Dilaudid Hydromorphone), M-S Contin and Roxanol (MORPHINE SULFATE) Percodan, Vicodin, etc.
BARBITURATES – (barbs, rainbows, downers, goofballs, reds, yellows, blues) Phenobarbital, Tuinal, Amytal, Nembutal, Seconal, Lotusate, Fiorinal, Fioricet, Esgic, Butisol, Mebaral, Butabarbital, Butabital, Phrenilin, Triad, etc.
BENZODIAZEPINES – Ativan, Azene, Klonopin, Dalmane, Diazepam, Librium, Xanax, Serax, Tranxene, Valium, Verstran, Hacion, Paxipam, Testoril, Centrax.
METHADONE – Darvocet, Darvon N, Dolene, etc.
Individuals to be Tested
All employees and job applicants are subject to testing under this policy. An employee required to take an alcohol, drug and controlled substance screening test as required in this policy will be placed off work, without pay, until the test results are received by an assigned member of management. If the test results are negative (no detectable level of unauthorized drugs or controlled substances, or no prohibited level of alcohol in an employee’s bodily system), the employee’s conduct will not be in violation of this policy, and the employee will be paid for the time off work, unless the employee’s conduct otherwise violated BONNESS INC. rules.
Voluntary notification of drug use and/or abuse
An employee who has not previously tested positive for drug or alcohol use, entered an employee assistance program for abuse-related problems, or entered a drug or alcohol rehabilitation program, and who comes forward voluntarily seeking treatment shall not be subject to discipline solely for coming forward. Once a test has been scheduled, all employees are required to cooperate with the designated Medical Review Officer to provide information regarding prescriptive and over-the-counter medications which could cause a positive result.
Refusal to Test
If an employee refuses to submit to a test for drugs or alcohol, he/she forfeits his/her eligibility for all workers compensation medical and indemnity benefits and will be terminated from employment.
The initial screen for all drugs shall use an immunoassay procedure approved by the Food and Drug Administration. The initial test for alcohol shall be an enzyme oxidation methodology. The following cutoff levels shall be used when first screening specimens to determine whether they are positive or negative for these drugs or metabolites. All levels equal to or exceeding the following shall be reported as positive:
Alcohol .05 g/dl%
Amphetamines 1,000 ng/ml
Cannabinoids 100 ng/ml
Cocaine 300 ng/ml
Phencyclidine 25 ng/ml
Methaqualone 300 ng/ml
Benzodiazepines 300 ng/ml
Methadone 300 ng/ml
Propoxyphene 300 ng/ml
No employee shall be terminated solely on the basis of a positive initial test.
All specimens identified as positive on the initial tests shall be confirmed using a second test, a gas chromatography/mass spectrometry (GC/MS) test, except that alcohol will be confirmed using gas chromatography; The following confirmation cutoff levels shall be used when analyzing specimens to determine whether they are positive or negative for these drugs or metabolites. All levels equal to or exceeding in the following shall be reported as positive:
Alcohol .05 gl/dl%
Amphetamines 500 ng/ml
Cannabinoids 15 ng/ml
Cocaine 150 ng/ml
Phencyclidine 25 ng/ml
Methaqualone 150 ng/ml
Opiates 300 ng/ml
Barbiturates 150 ng/ml
Benzodiazepines 150 ng/ml
Methadone 150 ng/ml
Propoxyphene 150 ng/ml
Collection Site Procedures – Chain of Custody
As part of the Company’s Drug-Free Work place Policy, the Company will only utilize a laboratory licensed by the Florida Department of Health and Rehabilitation Services.
The laboratory will be required to follow Florida law and the rules established by the Department of Health and Rehabilitative Services.
REPORTING OF RESULTS
Medical Review Officer (MRO)
1. The laboratory shall report test results to the MRO within seven working days after receipt of the specimen by the laboratory.
2. The laboratory shall report as negative to the MRO all specimens which are negative on the confirmation test. Only specimens which are confirmed as positive on the confirmation test shall be reported positive to an MRO for a specific drug.
3. The laboratory shall transmit results to the MRO in a manner designed to ensure confidentiality of the information. The laboratory and MRO must ensure the security of the data transmission and restrict access to any data transmission, storage and retrieval system.
4. The MRO may request from the laboratory, and the laboratory shall provide, quantification of test results. The MRO shall evaluate the drug test result(s), which is reported out by the laboratory, to verify by checking the chain of custody form that the specimen was collected, transported, and analyzed under proper procedures, and to determine if any alternative medical explanations caused a positive test result. The MRO shall review all medical records made available by the tested individual.
5. Upon verifying a negative test result, the MRO is required to retain the chain of custody forms confidentially for five years.
6. Within three days of the receipt of a positive rest result from the laboratory, the MRO is required to notify the employee or applicant and to inquire as to whether prescriptive or over-the-counter medications could have caused the positive result. The individual has five days after notification to submit documentation of any prescriptions relevant to the positive test result and to discuss the test result with the MRO.
(a) If the MRO is unable to contact a positively tested donor within three days of the receipt of the test results from the laboratory, the MRO must contact the employer and request the employer to direct the donor to contact the MRO as soon as possible. If the donor does not contact the MRO within two days following the request, the MRO will verify the test result as positive.
(b) The MRO may change the verification upon a showing of good cause by the donor as to why contact could not be made within two days only if the donor also presents information concerning legitimate explanation for the positive test result.
7. Upon verifying a positive test result, the MRO must notify the employer in writing and retain the chain of custody forms confidentially for five years.
8. If the MRO determines that there is legitimate medical explanation for the positive test result, the MRO must report a negative test result to the employer. However, in circumstances where the MRO believes that the legal use of a drug(s) would endanger the individual or others, or if the individual is in a safety sensitive or special risk position, the MRO must report the result as negative due to a validated prescription and must request that the individual be placed in a position which would not threaten the safety of the individual or others.
9. The MRO may order a re-analysis of the original sample at any licensed laboratory licensed under Chapter 10E-18, Florida Administrative Code.
10. Unless otherwise instructed by the employer in writing, all records pertaining to a given specimen shall be retained by the drug testing laboratory for a minimum of two years.
(1) Within five (5) working days after receipt of a positive confirmed test result from the testing laboratory, the company shall inform an employee or job applicant in writing of such positive test result, the consequences of such results, and the options available to the employee or job applicant.
(2) The company shall provide to the employee or job applicant, upon request, a copy of the test results.
(3) Within five (5) working days after receiving notice of a positive confirmed test result, the employee or job applicant may submit information to the company explaining or contesting the test results, and why the results do not constitute a violation of company policy.
(4) If an employee’s or job applicant’s explanation or challenge of the positive test results is unsatisfactory to the company, a written explanation as to why the employee’s or job applicant’s explanation is unsatisfactory, along with the report of positive results, shall be provided by the company to the employee. All such documentation shall be retained by the company for at least one (1) year.
(5) In the event of a workplace injury and the company’s decision to deny workers compensation benefits due to a positive drug test, an employee or job applicant may undertake an administrative challenge by filing a claim for benefits with a Judge of Compensation Claims. If no workplace injury has occurred, the person must challenge the test result in a court of competent jurisdiction. When an employee undertakes a challenge to the results of a test, it shall be the employee’s responsibility to notify the laboratory and the sample shall be retained by the laboratory until the case is settled.
(6) Within seven (7) days after testing, based on reasonable suspicion, the company shall detail in writing the circumstances which formed the basis of the determination that reasonable suspicion existed to warrant the testing. A copy of this documentation shall be given to the employee upon request and the original documentation shall be kept confidentially by the company and retained for at least one (1) year.
(7) During the 180 day period after written notification of a positive test result, the employee who has provided the specimen shall be permitted by the company to have a portion of the specimen retested, at the employee’s expense. Such retesting shall be done at another HRS licensed or NIDA approved laboratory, as appropriate, chosen by the employee or job applicant. The second laboratory must test at equal or greater sensitivity for the drug in question as the first laboratory. The first laboratory which performed the test for the company shall be responsible for the transfer of the portion of the specimen to be retested, and for the integrity of the chain of custody during such transfer.
(8) Employees and applicants have the right to consult the testing laboratory for technical information regarding prescription or nonprescription medication. The company uses the following laboratory, which can be contacted at the address shown:
Labs 671 Goodlette Road, Suite 150
Naples, FL 34102 262-7742
(9) The company shall pay the cost of all drug tests, initial and confirmation, which it requires of employees. An employee or job applicant shall pay the costs of any additional drug tests not required by the company.
The results of drug tests and all related information, reports, statements and memoranda will be treated as confidential, and distribution shall be limited to those having a “need to know”. Results may be revealed to the proper authorities if the situation requires. Otherwise, such information shall be released only pursuant to a written consent form signed voluntarily by the employee.
If the employee’s test results are confirmed positive (a prohibited level of alcohol or detectable level of controlled substances or unauthorized drugs in an employee’s system), the employee’s conduct will be considered in violation of this policy and that individual will be terminated.
Employees who were terminated because they tested positive (a prohibited level of alcohol or detectable level of controlled substances or unauthorized drugs in an employee’s system) are welcome to reapply after 1 year of their termination. However, Bonness Inc., at its sole discretion, will consider the applicant or not for any and all positions. If a position is offered, the new employee will be subject to drug testing, as follows:
Once a month for the first 12 months (1st year)
Once a quarter for the next 12 months (2nd year)
Twice a year after 24 months (3rd year)
Employees whose drug test results come back positive after rehire will be terminated and deemed as not eligible to rehire, permanently.
An employee with an alcohol or controlled substance abuse problem who voluntarily comes forth and thereafter cooperates with BONNESS INC. for treatment and rehabilitation will not be subject to discipline for doing so. Continued or renewed alcohol or drug abuse after commencing treatment and/or rehabilitation will be grounds for termination and ineligibility to be rehired, permanently.
Should an employee that has participated in a rehabilitation program be tested for alcohol, drugs, or controlled substances at any future date and the test results are positive, the employee will be terminated and will be deemed not eligible for rehire, permanently.
REHABILITATION – EMPLOYEE ASSISTANCE PROGRAM
Any employee who feels that he or she has developed an addiction to, dependence upon or problem with alcohol or drugs, legal or illegal, is encouraged to seek assistance. Assistance may be sought in confidence from the company Personnel Coordinator.
A list of rehabilitation programs will be maintained in the Personnel Department. Any employee can consult this list. Each request for assistance will be treated as confidential by the company personnel coordinator and only those persons “needing to know” will be made aware of such request. The Company makes no comment on the qualifications of the programs included on this list, and the employees shall be responsible for choosing their rehabilitation program. Programs not listed are subject to approval by management.
Employees must consult with the Personnel Department as to the availability of coverage for the program, if any. Available coverage must be authorized by an assigned member of management prior to the employee commencing such treatment and rehabilitation. If available, employees will be eligible for only a one-time benefit through the company’s medical insurance carrier to assist in the payment of a rehabilitation program.
The Company will accommodate an employee who wishes to voluntarily enter and participate in a rehabilitation leave of absence that does not exceed twenty-five (25) working days, without pay. However, should other supplemental compensation programs be available to the employee, these benefits may be used during the employee’s leave of absence. To be eligible for continuation of employment during an inpatient rehabilitation, the employee must maintain at least weekly contact with the Supervisor/Manager to whom the employee reports; and must provide certification that he or she in continuously enrolled in a treatment program and actively participating in that program.
The Company wishes to stress that employees may be eligible for only one such leave of absence during their employment with the Company.
Upon successful completion of treatment, the employee will be returned to active status without reduction of pay or seniority, absent a reduction in force or other business occurrence which would have resulted in the employee’s layoff or termination in any event. The employee will be required to attend the mandatory after-care program at the direction of the out-patient (after-care) counselor.
If the employee in the course of employment enters an Employee Assistance Program for drug-related problems, or an alcohol and drug rehabilitation program, the company will require the employee to submit to a drug test as a follow-up to such program, and on a quarterly, semiannual, or annual random basis for up to two (2) years thereafter. Employees treated for drug/alcohol abuse must sign a rehabilitation agreement as a condition of continued employment.
Any employee suffering from an alcohol or drug problem who rejects treatment or who leaves a treatment program prior to being properly discharged will be immediately terminated. No employee will be eligible for the Employee Assistance Program more than one time for drug or alcohol treatment. The recurrence of an alcohol or drug problem will be cause for termination.
To ensure that controlled substances and alcohol do not enter or affect the workplace, the Company may take any or all of the following steps based on a reasonable suspicion of prohibited controlled substances or alcohol use while employees are in the workplace: (1) police visitation; (2) observation of actions of employees; (3) search of employee’s personal items, and (4) searches with trained canines; and (5) alcohol and controlled substances testing.
Searches of employee’s personal property will take place only in the employee’s presence. All searches under this policy will occur with the utmost discretion and consideration for the employee(s) involved. Refusal to permit such searches will result in discharge.
The Company maintains a current resource file of providers of employee assistance including alcohol and drug abuse programs, mental health providers, and various other persons, entities or organizations designed to assist employees with personal or behavioral problems.
The Company also provides an annual education course for employees to assist in identifying personal and emotional problems which may result in the misuse of alcohol and/or drugs.
LIST OF APPROVED DRUG REHABILITATION OR COUNSELING PROGRAMS
The following is a list of approved drug rehabilitation and counseling programs for BONNESS INC. Drug-Free Workplace Program. Employees must consult with the Personnel Coordinator to determine the availability of insurance coverage for the programs, if any. Written proof of the employee’s participation in and successful completion of a drug rehabilitation or assistance program will be required at the discretion of BONNESS INC. For further questions regarding drug rehabilitation and counseling programs, contact the Personnel Coordinator.
CHARTER GLADE HOSPITAL THE WILLOUGH AT NAPLES
3550 Colonial Blvd. 9001 Tamiami Trail East
Fort Myers, FL Naples, FL 939-0403 775-4500
CHARTER COUNSELING CENTERS
1510 Royal Palm Square 4825-27 Coronado Parkway 4077 Tamiami Trail N Fort Myers, FL Cape Coral, FL Naples, FL
275-3531 549-8822 263-0266
DAVID LAWRENCE CENTER
6075 Golden Gate Parkway 419 First Street North
Naples, FL Immokalee, FL
Emergency Services (24 hours) 455-3151
LEE MENTAL HEALTH CENTER TRI-COUNTY ADDICTIONS REHABILITATION SERVICES INC.
2789 Ortiz Avenue SE 2801 U.S. 27 South
Fort Myers, FL Avon Park, FL 33825
DRUG ABUSE SERVICES DR. RUSSELL MASTERSON
After 5PM and weekends 2335 9th Street North
275-3133 Naples, FL 263-6911
RECOVERY CENTER DR. EUGENE J. LINBERG
Alcohol and Drug 201 8th Street South
Treatment Program of Naples, FL
Medical Center Hospital 263-2332
809 East Marion Avenue
Punta Gorda, FL
All programs not listed are subject to approval of management.
EFFECTIVE DATE – NOTICE TO EMPLOYEES
The policies set forth in this policy are effective immediately upon notice to employees. Each present employee will be furnished a copy of this policy and will sign a receipt for same. Later-hired employees will be furnished a copy before hiring. These policies have been implemented in a manner that complies with all applicable federal and state laws. The company will continue to monitor the developing laws impacting this area to be certain administration of this program complies with applicable laws.
The company shall include notice of drug testing on vacancy announcements for those positions for which drug testing is required. A notice of the drug testing policy will also be posted in an appropriate and conspicuous location on the company’s premises, and copies of the policy will be made available for inspection by the general public during regular business hours in the personnel office.
Cut-off levels used by the testing laboratory when analyzing specimens to determine whether they are positive or negative for drugs and metabolites may change from time to time. The company will follow recommendations established for these agencies and will modify the company’s policy to comply with any new standards.
RESERVATION OF RIGHTS
The Company retains the sole right to interpret, change or discontinue this policy as may be necessary from timeto-time. Nothing in this policy should be construed as creating a contract of employment. Your employment at will relationship cannot be changed except in writing by the President of the Company.
ALCOHOL AND DRUG FREE WORKPLACE POLICY (WITH DRUG TESTING)
I have received a copy of the Bonness Inc Alcohol & Drug Free Workplace Policy (with Drug Testing).
Revision August 19, 2009