Issue link: http://psai.uberflip.com/i/1312726
ASSOCIATIONINSIGHT Portable Sanitation Association International News BIWEEKLY EDITION NOVEMBER 25, 2020 Page 19 Consent to Testing Employees are required to sign forms authorizing and consenting to the collection and testing of a sample, or samples, of urine, blood, or breath, for the presence of drugs. These signed forms must be turned in at the 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 placed 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. An 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 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 immediate termination, even for a first offense. Every employee must acknowledge receipt of this policy and agree, as a condition of employment, to 1. abide by the terms of the policy, and 2. notify the company of any criminal drug (or alcohol) conviction for a violation occurring in the workplace or while conducting company business not more than five days after such conviction. v Sample Drug and Alcohol-Free Workplace Policy…continued from page 15