APPLICATION FOR EMPLOYMENT

The Company desires to maintain a safe working environment and a drug and alcohol free workplace for all of its employees. We expect employees to work without being under the influence of drugs or alcohol.

The Company specifically prohibits the following:

• The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Company or customer premises or while performing an assignment.
• Being impaired or under the influence of legal or illegal drugs or alcohol away from the Company or customer premises, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation.
• Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from the Company or customer premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation.
• The presence of any detectable amount of prohibited substances in the employee's system while at work, while on the premises of the Company or its customers, or while on company business. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the employee.

As a condition of employment, successfully pass a drug test. After being hired, an employee may at some point again be asked to submit to a drug or alcohol test under the circumstances outlined below or whenever it is required by a customer contract. Refusal to submit to a requested drug or alcohol test within 45 minutes of being requested to do so is grounds for immediate discharge.

• RANDOM TESTING: Employees may be selected at random for drug testing at any interval determined by an independent third party. Because the selection is random, it is possible for one particular employee to be tested more than once while another employee is not tested at all during the same time period.
   
• FOR CAUSE TESTING: The Company may ask an employee to submit to a drug or alcohol test at any time it feels that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: (i) reckless equipment use; (ii) disruptive or belligerent behavior; (iii) lack of care or interest in work or grooming; (iv) failure to meet schedules; (v) bloodshot, glazed, unfocused, or dilated eyes; (vi) odorous breath; (vii) lack of coordination; (viii) diminished physical or mental control; (ix) slurred or thickened speech; (x) inability to concentrate; (xi) unusual, excessive drowsiness; (xii) unexplained changes in mood; (xiii) evidence of drugs or alcohol on or about the employee's person or in the employee's vicinity; (xiv) unusual conduct on the employee's part that suggests impairment or influence of drugs or alcohol; (xv) negative performance patterns; (xvi) excessive and unexplained absenteeism or tardiness; or (xvii) similar activity and behavior. The foregoing list  is meant only to be representative and is not exhaustive of what shall constitute reasonable cause for alcohol or drug testing. Any employee subject to for cause testing will be taken by the Department Manager and at least one co-worker to the testing location and returned to the Company premises upon completion of the test. At that time, the employee shall contact someone to pick them up from the Company, or if necessary, the Department Manager may notify the employee’s emergency contact listed in the personnel file. Under no circumstances will the employee be allowed to leave the premises unattended. The employee may be suspended from work with pay pending the results of the test.
   
• POST-ACCIDENT TESTING: Any employee involved in an on-the-job accident or injury under circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event will be required to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was injured, but also any employee who potentially contributed to the accident or injury event in any way. Any employee subject to post-accident testing will be taken by the Department Manager and at least one co-worker to the testing location and returned to the Company premises upon completion of the test. At that time, the employee shall contact someone to pick them up from the Company, or if necessary, the Department Manager may notify the employee’s emergency contact listed in the personnel file. Under no circumstances will the employee be allowed to leave the premises unattended. The employee may be suspended from work with pay pending the results of the test.

If an employee is tested for drugs or alcohol within the employment context and the results indicate a violation of this policy, the employee will be subject to appropriate disciplinary action, up to and possibly including discharge from employment. In such a case, the employee will be given an opportunity to explain the circumstances prior to any final employment action becoming effective.

If an employee is tested for drugs or alcohol outside of the employment context and the results indicate a violation of this policy, the employee may be subject to appropriate disciplinary action, up to and possibly including discharge from employment. In such a case, the employee will be given an opportunity to explain the circumstances prior to any final employment action becoming effective.

Any employee taking prescription medication(s) that may affect the ability to perform their job safely must obtain and present to their Department Manager a physician’s release stating whether or not the employee may safely perform their specific job duties. (i.e. operating heavy equipment, operating a forklift, driving on behalf of the Company, etc.) Employees will not be allowed to return to their regular duties without such a release. If light duty work is available, the employee will be assigned to such until a proper release is presented. In the event light duty is not available, the employee will be placed on leave of absence. Any unused vacation or personal time will be charged. If no paid time off remains, the employee will be placed on unpaid leave.