4.15 Substance and Abuse The Company is committed to providing its employees with a safe and productive work environment; therefore, we maintain a strict policy against the use of alcohol and the unlawful use of drugs in the workplace. No employee may consume or possess alcohol, or use, possess, sell, purchase or transfer illicit drugs at any time while on the Company's premises or while using the Company vehicles or equipment, or at any location during work time. No employee may report to work with illicit drugs (or their metabolites) or alcohol in their bodily system. The only exception to this rule is that employees may engage in moderate consumption of alcohol that may be served and/or consumed as part of an authorized Company social or business event. "Illicit drug" means any drug that is not legally obtainable or that is legally obtainable but has not been legally obtained. It includes prescription drugs not being used for prescribed purposes or by the person to whom it is prescribed or in prescribed amounts. It also includes any substance a person holds out to another as an illicit drug. Any violation of this policy will result in disciplinary action, up to and including termination of employment. Any employee who feels they have developed an addiction to, dependence upon, or problem with alcohol or drugs, legal or illegal, is strongly encouraged to seek assistance before a violation of this policy occurs. Any employee who requests time off to participate in a rehabilitation program will be reasonably accommodated. However, employees may not avoid disciplinary action, up to and including termination, by entering a rehabilitation program after a violation of this policy is suspected or discovered. When, in the Company's sole and absolute discretion, the Company determines it is appropriate, an employee may be offered the option of participating in and satisfactorily completing a Company-approved drug and/or alcohol rehabilitation program in lieu of termination.
Employee Requiring Medical Attention In the event an employee requires medical attention, the employee must notify their direct supervisor, management, and/or human resources immediately. The employee will be given directions regarding the need to seek medical attention according to Midwest Fastener insurance policies. Failure to adhere to these policies will make the employee liable for the medical bills associated with the injury.
Drug screening is mandatory for all work-related injuries and accidents.
4.14 Return to Work after Serious Injury or Illness Employees who have been absent from
work because of serious illness or injury are required to obtain a written doctor’s release specifically stating that the employee is capable of performing essential functions of their job, with or without a reasonable accommodation. A serious injury or illness is defined as one that results in the employee being absent from work for three or more consecutively scheduled days, which may limit the employee’s ability to perform essential job duties or assignments. The employee must first report to their Immediate Supervisor before reporting to their work area. The Immediate Supervisor and the Human Resources Department will review the documentation and any restrictions before releasing the employee back to work. Restrictions include the employee’s ability to sit, stand, stoop, bend, walk and/ or number of pounds the individual can lift. This must be in writing from your doctor’s office and show the date the restriction ends. If Midwest Fastener Corp. is unable to reasonably accommodate the employees’ restrictions without causing the Company undue hardship, the employee will be unable to return to work and the employee will be placed on personal leave.
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800-444-7313 •
800-388-9798 •
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