Issue link: http://psai.uberflip.com/i/1005965
Marijuana: HR Policy Issues for the Portable Sanitation Industry KOS POT CONTINUED FROM PAGE 12 SAMPLE DRUG AND ALCOHOL - FREE WO RKPLACE POLICY To ensure the health and safety of its employees, clients and property [company name] is dedicated to maintaining a drug and alcohol - free workplace. All employees are required to perform their job duties unimpaired by any substance includi ng illegal drugs, alcohol or legal substances that may adversely impact the employee's ability to safely perform work - related duties. "Under the influence" as used in this policy refers to the presence of any measurable amount of alcohol, any illegal subs tance or any legal substance that the employee is using in a manner that is not authorized or lawful. Pre - employment drug screening is required of all job applicants following an offer of employment and prior to beginning work at [company name]. Alcohol The possession of alcohol, working while under the influence of alcohol, or drinking alcohol while on company premises, in company vehicles, job sites or "on duty" in any manner is strictly prohibited. Illegal Drugs The company has absolutely no toleranc e for illegal drugs. Possessing, selling, buying, manufacturing, distributing, using or working while under the influence of any illegal, mind - altering or non - prescribed controlled substance or paraphernalia while on company premises, in company vehicles o r anywhere conducting company business is prohibited and may result in your immediate removal from the premises, and/or the termination of your employment. Please note: under federal law marijuana and its derivatives in any form are considered illegal sub stances regardless of whether they have been prescribed by a physician or are otherwise legal in [state]. Consequently, the company considers marijuana an illegal drug even if medically prescribed. Misuse of Legal Drugs Even prescription and over the coun ter drugs can be misused. All such substances must be used as directed only and must not impair or interfere with your judgment or conduct at any time that you are on company premises or while conducting company business. Only the person for whom a prescr iption is issued can bring that medication on company property. An employee being treated with a drug or controlled substance that might in any way impair the employee's judgment, conduct or abilities must provide medical certification from the prescribi ng physician indicating the employee is released for work. The company reserves the right to reassign any employee whose use of a prescribed drug could present a danger to the employee or others while operating equipment or otherwise carrying out job dutie s. Misuse of legal drugs is prohibited and may result in your immediate removal from the premises, and/or the termination of you r employment. CONTINUED ON PAGE 14 P AGE 13 W EEKLY EDITION JULY 18, 2018