• Behavioral indicators (for example, stumbling, slurred speech, incoherent speech, rapid speech, apparent confusion, moodiness, weariness, fatigue, unusually energetic, unfocused, lack of concentration, disorientation, emotional outburst, hostility, unexplained
Testing Procedures
• When feasible, the employee asked to submit to testing will be informed of the reasons, cause or action leading to the request. • Each employee and applicant who is to be tested will be asked to list all legal and prescription drugs consumed during the past thirty days, and will have an opportunity to explain the use of each such drug (The use of marijuana for medical purposes, even if permitted by state law, regulation or ordinance, will not be considered an acceptable explanation for a confirmed positive laboratory report for marijuana and will be reported by the Medical Review Officer as a verified positive drug test for marijuana.). Applicants or employees who do not report the use of any such drugs and who subsequently test “positive” on any required screening or other test, will not be hired if not yet employed, or if hired, may be subject to immediate discharge. • Positive test results will be given a second verification test by a Midwest Fastener Corp. designated testing facility. Employees who test positive on the second verification test will be subject to discipline up to and including immediate termination for violation of this policy. Applicants who test positive on the second verification test will not be employed. Penalties for Violating Policy Failure to comply with the provisions of this policy will be grounds for disciplinary action up to and including immediate discharge. Furthermore, employees found to have alcohol or illicit drugs in their systems, under the WC Law may receive a 50% reduction to total forfeiture of workers’ compensation benefits.
changes in behavior, inability to do normal job tasks, the unsafe handling of equipment or tools, behaviors such as drinking alcohol or using drugs, etc. • The smell of alcohol or drugs. When there is reasonable suspicion, the employee is not to return to work until fitness for duty is established. The employee will be given a suspension pending the outcome of the drug and alcohol test. In the absence of any other concurrent disciplinary action, the Company will pay for the straight time lost from work if the test results are negative. Post Accidents An accident includes any incident involving property damage, physical injury or near miss. Any employee contributing to or causes an accident (e.g., a forklift driver who runs someone over) may be subject to a drug test, as are any injured employees. Important note If a subsequent incident investigation results in a recommendation for termination of employment or other disciplinary action (i.e., for safety or other policy violation), the termination or other disciplinary action will occur regardless of the test results.
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800-444-7313 •
800-388-9798 •
fastenerconnection.com
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