SECTION IV
4.1
Statement of Purpose COPC’s Drug and Alcohol Policy ensures, to the greatest extent possible, a work environment free of the negative effects of illegal drugs, and impairment that may be caused by legal drugs/ substances (including but not limited to prescription medications, over-the-counter medications, alcohol, or marijuana). Statistics show that the abuse of drugs and alcohol leads to an increased number of accidents and medical claims and a decrease in work performance and productivity. In addition, such abuse can lead to the deterioration of an employee’s job performance, behavior, health, and personal life. This policy’s focus is on the health, safety, and well-being of our employees. COPC’s approach is to help our employees address substance abuse issues while at the same time ensuring our Who is Covered This Drug and Alcohol Policy covers all employees of COPC, including its Physicians as stated elsewhere. Employees who are subject to an applicable law or regulation may face additional requirements under this policy. These may include, but are not limited to, the U.S. Department of Transportation, Workers’ Addressing Problems COPC encourages employees to seek help voluntarily to address problems related to alcohol or drug abuse. Employees are encouraged to contact their manager or the Human Resources Department for assistance in identifying resources in addition to the EAP. In Ohio, the Alcohol and Drug Addiction Services Board (ADAMH or Recovery Services Board) serving the county can direct callers to community services including those that allow the employee to pay according to their ability. Employees entering assessment/treatment programs are responsible for all associated costs and expenses. Drug and Alcohol Rules This policy has a variety of rules which prohibit the possession of drug paraphernalia and the use, possession, purchase, receipt, sale, distribution, manufacture, or being “under the influence” of illicit drugs and/or alcohol on Company
workplace is operating safely and efficiently. We believe that early recognition and treatment are critical to successful rehabilitation and to the minimization of business, personal, family, and social disruption. Therefore, COPC strongly encourages employees who are experiencing problems related to drug or alcohol abuse to seek help from COPC’s confidential Employee Assistance Program (EAP). For those employees who refuse to seek assistance or refuse to comply with the Drug and Alcohol Policy, COPC may find it necessary to take the appropriate measures outlined in this policy. The guidelines of this policy strive to balance our employees’ personal privacy and dignity with the Company’s rights and responsibilities to maintain a safe and productive workplace.
Drug and Alcohol Policy
4.2
4.1 Statement of Purpose 4.2 Who is Covered 4.3 Addressing Problems 4.4 Drug & Alcohol Rules 4.5 Pre-Employment 4.6 Reasonable Suspicion
Compensation premium discount laws, etc. Nothing in this policy or in any oral representation by the Company related to the same, constitutes or creates an expressed or implied contract of employment, or any promise of job security upon which an employee can rely. All employment relationships with COPC remain “at will.”
4.7 Consequences 4.8 Confidentiality
4.3
Important Note: Employees who may have first violated this Drug and Alcohol Policy and then have chosen to seek voluntary assistance may not avoid disciplinary action, up to and including termination of employment. Employees who undergo voluntary counseling or treatment and who continue to work are subject to the same job performance and behavior standards outlined in this handbook. As is the case of all employees, those seeking voluntary counseling or treatment who have failed to meet performance standards may be subject to corrective action.
4.4
property or on the job. The rules also outline the employee’s responsibilities regarding the use of legal drugs/substances (including but not limited to prescription medications, over-the-counter medications, alcohol, or marijuana).
Employee Assistance Program (800) 227-6007
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Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813
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