4.10 Does SEKO allow Drugs or Alcohol in the Workplace? SEKO is committed to programs that promote safety in the workplace and employee health and well-being. Employee involvement with drugs and alcohol can adversely affect job performance and employee morale - and jeopardize employee safety. It is our goal to establish and maintain a healthy and efficient work force free from the effects of drug and alcohol abuse. USE, POSSESSION, TRANSPORTATION, SALE, DISTRIBUTION The use, possession, sale, transportation, or distribution of any controlled or illegal substance or alcohol (except for alcohol served at business social events consumed within the legal limits for the operation of a motor vehicle) by any employee while on SEKO property, or while conducting SEKO business off SEKO property, is cause for disciplinary action. TESTING FOR DRUGS OR ALCOHOL SEKO requires a pre-employment drug test for all job applicants and, upon reasonable suspicion of drug or alcohol use, an employee may immediately be required to submit to blood or urine tests, or to other diagnostic tests to detect alcohol or drugs in his or her system. Any employee who refuses to submit to testing under these circumstances shall be subject to disciplinary action. REPORTING CONVICTIONS Employees must, as a condition of employment, abide by the terms of the above policy, and report any conviction under a criminal drug statute for violations occurring on or off SEKO property while conducting SEKO business. A report of a conviction must be made within five (5) days after the conviction. This requirement is mandated by the Drug-Free Workplace Act of 1988. EMPLOYEE ASSISTANCE PROGRAM SEKO encourages any employee with a drug or alcohol problem to contact his or her manager or the Human Resources Department. SEKO will, at the employee’s request, refer him or her for professional assistance. All communications will be kept as confidential as possible. Employees will not be subject to discipline for voluntarily acknowledging a drug or alcohol problem prior to detection.
4.11 Will SEKO verify the information in your Employment Application? Will SEKO respond to Reference Checks about you? SEKO relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process to make employment decisions and to help ensure compliance with applicable employment laws. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in SEKO’s exclusion of the individual from further consideration of employment or, if the person has been hired, termination of employment. All employment candidates, by filling out and signing the employment application, authorize SEKO to confirm the accuracy of information contained in the employment application and the accuracy of other data presented throughout the employment process. SEKO does not respond to oral requests for references. All requests should be made in writing and forwarded to the Human Resources Department. For former employees, SEKO will confirm that the individual worked for SEKO, his or her title and the dates of his/her employment and, with the employee’s permission, the employee’s salary history. Please do not, under any circumstances, respond to a reference request regarding another employee at any time, regardless of your position at SEKO.
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