Issue link: http://psai.uberflip.com/i/1147735
W EEKLY EDITION JULY 24, 2019 Legal Marijuana: HR Policy Issues for the Portable Sanitation Industry – Part 2 of 2 By Karleen Kos, PSAI Executive Director SAMPLE DRUG AND ALCOHOL - FREE WORKPLACE POLICY (3 of 3) 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 certain situations, the physician may contact the tested employee for additional information or clarification. Any employee asked to undergo such a test may be suspended from work, without pay, until further notice. Refusal or failure to abide by this policy, including promptly submitting to a drug or alcohol test when asked to do so, may result in the immediate termination of your employment. Substance Abuse as a Medical Condition Although our policy against substance abuse in the workplace is strict, we recognize that substance abuse can be a medical condition and can be successfully treated. For that reason, the company may provide an unpaid leave for an employee to enroll in an appropriate rehabilitation program, consistent with the company's Medical Leave of Absence policy. An employee with a substance abuse problem is expected and required to maintain the same standards of conduct as all other employees but will not be disciplined or retaliated against for admitting the problem and seeking assistance. Failure to abide by this policy or refusal to consent to testing when requested may result in disciplinary action, up to and including imme diate termination, even for a first offense. Every employee must acknowledge receipt of this policy and agree, as a condition of employment, to a) abide by the terms of the policy, and b) notify the company of any criminal drug (or alcohol) conviction f or a violation occurring in the workplace or while conducting company business not more than five days after such conviction. - KK P AGE 13