POLICIES
26 No policy should be construed to confer any express or implied contractual relationship or rights to any Team Member. The Company reserves the right to modify any policy as necessary, in its sole discretion, to the extent permitted by law. Violation of any Company policies or procedures can result in disciplinary action up to and including termination of employment. If you have any questions about this handbook or Company policies, please feel free to discuss with your Manager or HR. The Company may conduct pre-employment screening examinations designed to prevent the hiring of individuals who use illegal substances, except for marijuana. The Company also may conduct drug and alcohol testing if and when there is reasonable suspicion that a Team Member is under the influence of drugs and/or alcohol while on Company property, or for a Team Member involved in a work-related accident where (i) the Company determines that drug or alcohol use is likely to have contributed to the incident, as determined by the circumstances of the accident, or (ii) where such testing is otherwise permitted under Federal, State or Local laws. Please be aware that if you violate policies in our Handbook (e.g., the Company’s EEO policy), you may be subject to disciplinary action. Team members should never consume alcohol in excess at Company social events. If you believe you are incapacitated and/or cannot drive safely, the Company will arrange for transportation home from Company social events at its expense. Drug & Alcohol Policy Team Members should report to work, fit for duty and must be free of any adverse effects of alcohol, or illegal drugs, including marijuana. Team Members are strictly prohibited from possessing, using, selling or buying alcohol and illegal substances, including marijuana, while working or operating any Company vehicle or while present on Company property or conducting Company-related work offsite. Marijuana may not be used, even for medical purposes, during a Team Member’s work day, whether on or off Company premises. This includes during meal breaks and rest breaks and includes designated smoking areas and parking lots. Team Members in safety-sensitive jobs must refrain from using marijuana (and CBD products containing THC) prior to reporting for work to ensure that they can perform their job duties safely. (Safety-sensitive positions are those in which impairment by drugs or alcohol could threaten the health or safety of the Team Member, co-workers, or others). Many CBD and hemp products are unregulated and may contain THC in them even if they are marketed as having little or no THC. THC is the psychoactive component of marijuana that can create a safety risk. This Policy does not prohibit the proper use of medication including prescription drugs under the direction of a physician. However, the misuse or abuse of a prescription drug or the use of a prescription drug prescribed for another person are violations. Team Members who are taking prescription or non- prescription drugs that may interfere with the ability to perform the job safely must have a release from their physician before reporting to work. Moreover, Team Members need to understand that reporting to work under the in uence of a substance (whether it is an illegal substance, a substance where a prescription is legally required, or a substance where no such prescription is legally required) that affects the safety of Team Members, Guests and/or members of the public, the Team Member’s job performance, or the safe and efficient operations of the Company, is prohibited and may result in disciplinary action, up to and including termination of employment. From time to time, the Company may invite Team Members to attend social gatherings paid for or sponsored by the Company. Attendance at these events is completely voluntary. These social events should not be considered “work” or “work related,” and, typically, are only for social pleasure or employee morale. Team members who choose to attend Company social events must act in a responsible manner, particularly when alcohol is served or available. Team Members who choose to consume alcohol during Company authorized activities are responsible for ensuring their alcohol consumption is in moderation and they remain capable of carrying out work tasks and behaving in accordance with usual business standards and Company policies. Even though these events are voluntary and outside of work, your actions can reflect on the company. Accordingly, your conduct during company social events should be professional and appropriate.
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