G. Alcohol and Drug Testing To achieve the goals of this Policy, the Company may conduct testing of breath, urine and/or saliva to detect the presence of Unlawful or Unauthorized substances in an Employee's body. The Company will conduct testing under the following circumstances: 1. Pre-Employment and Pre-Placement Testing for Safety-Sensitive Positions a) As part of the recruitment process, all successful applicants to a Safety- Sensitive Position will be required to undergo and pass testing for Unauthorized and Unlawful Substances. b) Employees who are already employed in a non-Safety-Sensitive Position, but who are transferring to a Safety-Sensitive Position will also be required to undergo and pass testing for Unauthorized and Unlawful Substances. c) Applicants and candidates for employment or for reassignment to a Safety- Sensitive Position will be advised of the requirement to undergo and pass testing for Unauthorized and Unlawful Substances prior to being hired into or transferred to a Safety-Sensitive Position. d) Applicants for employment in a Safety-Sensitive Position who refuse to be tested, or who fail to attend for testing without acceptable reason, will not be considered for employment in that position. Applicants for employment whose tests result in a positive result may be given a second opportunity to test after a reasonable period of time. Applicants who test positive on a first occasion, but subsequently test negative, may be subject to further testing as a condition of hire, or promotion to a Safety-Sensitive Position. 2. Reasonable Cause Testing for Employees in Safety-Sensitive Positions a) When the Company has reasonable grounds to believe that the actions, appearance or conduct of an individual while on duty are indicative of the use of Unauthorized Substances or Unlawful Substances, testing for Unauthorized or Unlawful Substances will be required. b) Absent an immediate health or safety concern, whenever possible, the decision to test must only be made by a trained Manager, with the concurrence of a second trained person (preferably Human Resources, or, if unavailable, another trained Manager). c) The following procedures will apply to all reasonable cause testing: (i) the basis for the decision to request a test must be documented as soon as possible after the request has been made; (ii) the referral for a test will be based on specific, direct observations including, but not limited to:
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