Medically Authorized (Prescription) Medications, Over-the-Counter Medications & Alcohol When a doctor prescribes prescription medication(s), it is the employee’s responsibility to ask whether the medication will impair the employee’s ability to safely perform the job. The doctor should be familiar with the employee’s work duties before signing the statement. The statement will need to indicate the employee is unable to perform safety-sensitive functions due to the use of prescription medication. The Company may ask the physician to complete a fitness-for-duty form indicating when to expect the employee back at work. Where possible, the Company may temporarily assign other work consistent with the employee’s restricted medical condition. Some over-the-counter drugs also may impair job performance. To ensure the employee will be able to safely perform all job duties required, it is essential to read the instructions, warnings, and precautions prior to ingesting any medication of any type. The Company may require a physician’s written certification from any employee requesting a job reassignment or time off for medical reasons or because they are taking an over-the-counter drug impairing performance or safety. The certification need not identify the name of the drug. Abuse of medically authorized or over-the-counter drugs is a violation of this policy. Using another person’s prescription medication is also considered abuse. Employees may entertain during work hours or after work hours as representatives of the Company. These occasions may include lunches, dinners and business conferences. On any such occasion, only the moderate and limited use of alcoholic beverages is acceptable. Employees are expected to remain responsible, professional and sober at all times.
Drug & Alcohol Testing Midwest Fastener Corp. tests for drugs and alcohol under the circumstances described below. The Company may require urine, saliva, breath and/or blood samples for a drug or alcohol test . When samples need to be analyzed in a laboratory, the Company will use a properly licensed facility. *Federal and State laws apply and may vary from this policy Applicants for Employment Any offer of employment is contingent upon satisfying drug-testing requirements. If the applicant fails to comply with this policy, the testing requirements or the Company’s related requests or if the test result is positive, the Company will withdraw the offer of employment. Applicants who tamper with, adulterate, or substitute their urine or other bodily samples are permanently barred from employment with Midwest Fastener Corp. Random A random selection of some employees for testing may be done unannounced. Suspicion An employee’s performance, appearance, behavior, speech, mood, odors, etc., can provide reasonable suspicion of a drug and/or alcohol policy violation. The suspicion can be grounds for requiring a fitness-for-duty evaluation, including a drug and/or alcohol test. The basis for reasonable suspicion can include, but is not limited to, the following • Absenteeism or tardiness. • Declining work performance (after unsuccessful supervisor intervention). • Physical indicators (for example, pinpoint pupils, dilated pupils, change in skin coloration, bloodshot eyes, excessive perspiration, etc.).
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800-444-7313 •
800-388-9798 •
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