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.). • 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
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. 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
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800-444-7313 •
800-388-9798 •
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