Issue link: http://psai.uberflip.com/i/1005965
W EEKLY EDITION JULY 18, 2018 Marijuana: HR Policy Issues for the Portable Sanitation Industry KOS POT CONTINUED FROM PAGE 13 Please note: under federal law marijuana and its derivatives in any form are considered illegal substances regardless of whet her they have been prescribed by a physician or are otherwise legal in [state]. Consequently, the c ompany considers marijuana an illegal drug even if medically prescribed. Misuse of Legal Drugs Even prescription and over the counter drugs can be misused. All such substances must be used as directed only and must not impair or interfere with your judgme nt or conduct at any time that you are on company premises or while conducting company business. Only the person for whom a prescription is issued can bring that medication on company property. An employee being treated with a drug or controlled substan ce that might in any way impair the employee's judgment, conduct or abilities must provide medical certification from the prescribing physician indicating the employee is released fo r 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 duties. Misuse of legal drugs is prohibited and may result in your immediate removal from the premises, and/or the termination o f your employment. Consent to Testing Employees are required to sign forms authorizing and consenting to the collection and testing of a sample, or samples, of uri ne, blood, or breath, for the presence of drugs. These signed forms must be turned in at th e end of the orientation session. The company and its designated clinics follow appropriate procedures to safeguard employee privacy, confidentiality and custody procedures. Violations and Consequences Any violation of this policy is considered misconduct . If the company becomes aware of a violation, the employee will be subject to disciplinary action, up to and including termination of employment. If the company has a reasonable suspicion that an employee has violated any portion of this policy, it will conduct an investigation, which may include the removal of the employee from the workplace or worksite, and a search of company premises, property and/or all of an employee's personal property that is on company premises or property. The employee may be p laced on administrative leave during the investigation. The company may also require any employee reasonably suspected of using or being under the influence of illegal drugs or alcohol, or of misusing legal drugs, while on duty or on company premises, to immediately present themselves for a drug or alcohol test. The company also reserves the right to require employees to undergo drug or alcohol testing in any situation deemed appropriate, including but not limited to post - accident or post - injury testing. A n independent laboratory will perform all tests at the company's expense. All positive initial blood or urine tests will be followed by a second, confirmatory test. A physician of the company's choosing will confirm test results reported as positive. In ce rtain situations, the physician may contact the tested employee for additional information or clarification. CONTINUED ON PAGE 15 P AGE 14