Effective Date 06/01/2011 PROGRAM The policies and procedures of this substance abuse prevention program apply to all company operations. This program facilitates compliance with the Arkansas Drug Free Workplace Program, pursuant to Arkansas Code Annotated 11 14 104 112 and Arkansas Workers Compensation Commission Rule 36, and affects all employees working on our Arkansas payroll regardless of their state of residence or state in which they perform work for our company. For the purposes of compliance with the state program, all employees who perform construction, repair or maintenance work and all who have occasion to drive any type of vehicle on company business, regardless of the class of vehicle or the vehicle s owner, are considered to work in a safety sensitive position, the definition of which includes... a position in which momentary lapse in attention could result in injury or death to another person. On out of state projects where workers are hired locally for a particular job, those employees are still subject to the company policies and procedures contained herein even if not under the jurisdiction the Arkansas Drug Free Workplace Program. This program does not include, replace or limit compliance with the drug and alcohol regulations that are enforced by the Department of Transportation s Federal Motor Carrier Safety Administration (FMCSA) or any other rules enforced by various regulatory bodies. Compliance assistance for these other regulations is available through our company office. PROGRAM DISTRIBUTION AND COMPLIANCE This program, in its entirety, is to be distributed to all current employees. Each must acknowledge that they have read and accepted the policies and procedures contained herein by signing and returning the Active Employee Certificate of Agreement. Refusal to indicate receipt and acceptance is a violation of company policy and will result in immediate termination of employment. An employee terminated for this particular violation will not be considered for re employment in the future. The program, in its entirety, is to be included with all job application packets. Applicants must acknowledge that they have received and accepted the policies and procedures contained herein by signing and returning the applicant receipt and consent form. Failure to do so will disqualify the applicant from consideration. A job applicant so disqualified will not be reconsidered for future hire. Rev. 06-01-2011 Page 1 of 12
GENERAL RULES 1. It is a violation of company policy to use, possess, sell, trade, offer for sale, or offer to buy illegal drugs or otherwise engage in the illegal use of drugs on or off the job. 2. It is a violation of company policy to report to work under the influence of or while possessing in one s body, blood or urine any illegal drug in any detectable amount. 3. It is a violation of company policy for any employee to use prescription drugs illegally; i.e. to use prescription drugs that have not been legally obtained or in a manner or for a purpose other than as prescribed. However, nothing in this policy precludes use of legally prescribed medications in a manner that does not jeopardize individual safety or the safety of others. 4. It is a violation of company policy to use prescription or over the counter medication if such use creates a safety hazard during the work that is being performed (e.g. heavy equipment operation, work from heights, etc.). If there is a legitimate need for such medication, then the safety restrictions of the medication must be clearly communicated to an immediate supervisor. There is no requirement to disclose the medical condition for which the medication is required unless the condition is workrelated. 5. It is a violation of company policy to report to work under the influence of or impaired by alcohol, whether consumed in a beverage or in the form of liquid medications containing ethyl alcohol/ethanol. 6. It is a violation of company policy to be in possession of alcoholic beverage containers that have been opened, even if empty, while working. This prohibition includes containers in company vehicles at any time or in personal vehicles that are in use for company business. 7. Certain exceptions to the alcohol provisions of this policy may be authorized by senior management during special events or approved marketing functions. However, all alcohol related laws, particularly in regard to motor vehicle operation, must be strictly obeyed. 8. It is a violation of company policy to refuse to submit to any of the drug and alcohol tests prescribed in this Substance Abuse Prevention Program within the specified time frames. 9. Violations of any of these rules will result in disciplinary action up to and including termination. Rev. 06-01-2011 Page 2 of 12
GENERAL PROCEDURE This program identifies the types of drug testing and the reasons for the tests to be carried out under various authorities even if there are no outward signs of substance abuse. However, when there are obvious signs of impairment, the worker will be deemed unable to safely perform the required duties and will not be allowed to work. An investigation by the supervisor will begin in order to identify the cause of the impairment and to establish whether or not reasonable suspicion of substance abuse exists. Every practical effort should be made to dispatch a second supervisor to assist with the investigation. The supervisor(s) will use the reasonable suspicion checklist to assist with determining whether or not substance abuse is contributing to the impairment. The supervisor(s) will also consult privately with the worker to assist with this determination. All observations and conversations will be documented and, if reasonable suspicion is established, the supervisor and at least one other designee will take the impaired worker to a certified specimen collection site where a drug and/or alcohol test will be initiated. If reasonable suspicion of substance abuse cannot be determined to exist at the time of the observed impairment, then the supervisor(s) will take prudent steps to determine if the impairment is such that medical attention is warranted. These steps may include consultation with the site first aid responder and, if serious, a call for emergency medical aid. If medical attention is not warranted, the impaired worker will be sent home by taxi or some other safe means while the investigation continues. Regardless of the reason, an impaired worker will not be allowed to work or drive. Rev. 06-01-2011 Page 3 of 12
DRUG AND ALCOHOL SCREENS UNDER AUTHORITY OF THE STATE PROGRAM All drug and alcohol tests conducted under the authority of a state drug free workplace program will be conducted according to the state laws and regulations that set forth the procedures for specimen collection, chain of custody, certified laboratory testing, Medical Review Officer (MRO) confirmation and reporting. The drug screens check for, at a minimum, amphetamines (speed, uppers, crystal meth, etc.), cannabinoids (THC, marijuana, hashish, pot, grass, weed, etc.), cocaine (coke, crack, etc.), phencyclidine (PCP, angel dust), and Opiates (narcotics, heroin, antifreeze, codeine, morphine, smack, dope, etc.). Other substances may also be added to the screen, including but not limited to barbiturates (downers, barbs, goofballs, sleepers, etc.), benzodiazepines (xanax, roofies, valium, K pin, longtail, etc.), methylenedioxymethamphetamine (ecstasy, E, X, Adam, Eve, Bean, Stacy, MDMA, etc.), oxycodone (oxycontin, OC, percodan, perks, pink spoons, etc.), propoxyphene (darvocet, etc.) methadone (fizzies, done, etc.) and tricyclic antidepressants. The alcohol screens check for content ingested in alcoholic beverages and also in liquid medications and hygiene products containing ethyl alcohol, or ethanol, such as Nyquil, Comtrex, Contac Severe Cold Formula Night Strength, and Listerine. A positive test, under the minimum state requirements, means the presence of drugs or alcohol are found at or above the concentrations prohibited in the state program, which incorporate by reference the cutoff levels found in 49CFR40 of the U.S. Code of Federal Regulations. Cut off levels on initially screened specimens: Amphetamines Marijuana (cannabinoids) Cocaine (benzolylecgonine) Opiates (codeine, morphine, heroin) PCP (phencyclidine) Cut off levels on confirmation specimens: Amphetamines Marijuana (cannabinoids) Cocaine (benzolylecgonine) Opiates (codeine, morphine, heroin) PCP (phencyclidine) 1,000 ng/ml 50 ng/ml 300 ng/ml 300 ng/ml 25 ng/ml 500 ng/ml 15 ng/ml 150 ng/ml 300 ng/ml 25 ng/ml Alcohol.08% by weight blood alcohol concentration for non safety sensitive positions. Alcohol.04% by weight blood alcohol concentration for safety sensitive positions. Rev. 06-01-2011 Page 4 of 12
NOTE: The state program allows our company to include additional substances in the screening panels, which are described under DRUG AND ALCOHOL SCREENS UNDER AUTHORITY OF THE COMPANY. Job Applicant Our company will not discriminate against applicants for employment because of past history of drug or alcohol abuse. However, a job offer is made only on the condition of a negative drug test to help verify that current abuse will not have an impact on workplace safety. Applicants will be required to submit to a urinalysis test that will be conducted by a certified laboratory chosen by our company, and must sign a consent agreement that will release our company from liability. If the physician, official or lab personnel have reasonable suspicion to believe that the job applicant has tampered with the specimen, the applicant will not be considered for employment. Specimen collection for the post offer drug test will be conducted before applicant is to report for employee new hire and safety orientation. A positive drug test effectively rescinds the job offer. Post Accident Per the AR Drug Free Workplace Program requirements, an employee who sustains a recordable injury, as defined by Occupational Health and Safety Act s recordkeeping rule, must undergo a post accident drug test and, if in a safety sensitive position, a post accident alcohol test. Additionally, employees will be tested after an accident that results in injury to another person or in significant property damage. Specimen collection should be conducted as soon as possible after the accident and must be conducted within thirty two (32) hours. For alcohol, specimen collection should be conducted within four (4) hours and must be conducted within eight (8) hours. A positive drug test will subject the employee to the disciplinary procedures set forth in this program. A positive drug test may also disqualify the injured worker from benefits under the state workers compensation law. Reasonable Suspicion Other incidents that cause or could have caused an injury or accident, and other actions and conduct that can be specifically and objectively articulated, may individually or aggregately create reasonable suspicion of substance abuse, and will result in a reasonable suspicion drug test. If alcohol abuse is suspected, a blood alcohol content test will also be conducted. Reasonable suspicion is based on evidence and reasonable inferences that a worker is using or has used drugs or alcohol in violation of company policy. Such evidence and inferences may be based upon, but not limited to, the following: Rev. 06-01-2011 Page 5 of 12
1. Observable phenomena while at work such as direct observation of drug or alcohol use or of the physical symptoms or manifestations of being impaired due to such use; 2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance; 3. A report of substance abuse provided by a reliable and credible source; 4. Evidence that an individual has tampered with any substance abuse test during his or her employment with the company; 5. Information that an employee has caused or contributed to an accident or a near miss accident while at work; or 6. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs or alcohol while working or while on company premises or while operating a vehicle, machinery, or equipment while on company business. Specimen collection for a reasonable suspicion test should be conducted within sixteen (16) hours of the supervisor determination and must be conducted within thirty two (32) hours. For alcohol, specimen collection should be conducted within four (4) hours and must be conducted with eight (8) hours. Within twenty four (24) hours of the observed behavior or before the results of the test are released, whichever is earlier, the company must make a written record of the observations leading to a controlled substance or alcohol reasonable suspicion test. A copy of this documentation shall be given to the employee upon request, and the original documentation shall be kept confidential by the covered employer pursuant to Section XII and shall be retained by the covered employer for at least one (1) year. Follow Up Any employee who enters an employee assistance program or rehabilitation program must submit to follow up drug tests as required for successful completion of the program. Rev. 06-01-2011 Page 6 of 12
DRUG AND ALCOHOL SCREENS UNDER AUTHORITY OF THE COMPANY Drug and alcohol tests conducted under the authority of the company may begin with either specimen collection for a certified laboratory test as described above or with a rapid result type of drug screen that will test for the presence of certain substances, including but not necessarily limited to the following: Amphetamine, Barbiturates, Benzodiazepines, Cocaine, Marijuana, Methadone, Methamphetamine, Methylenedioxymethamphetamine, Opiates, Oxycodone, Phencyclidine, Propoxyphene, Tricyclic Antidepressants Random Our company may initiate a random drug test for employees at any time. The random selection must ensure that all affected workers have equal chance of being tested. This may be an individual selection process in which a specific number of workers from an entire workforce are randomly selected for the test, which is to be administered by a clinic or firm independent of our company to ensure a scientifically valid and unbiased selection system is used. Or, it may be a random date/time selection process in which each and every worker from a specified workforce is drug tested an equal number of times, without notice, within a single calendar year. A positive indication for any drug in a rapid result test must be confidentially communicated to the affected employee, who will be given the option of being immediately driven by a supervisor, and another designee if at all practicable, to a specimen collection facility and submitting a second specimen for a certified laboratory test (to include the particular drug identified in the rapid result test) and MRO review. This second specimen collection must be made within two hours of the rapid result test. After the second specimen submission, the affected worker is not to be returned to work unless a negative result is returned. He or she must be driven home or to a place of temporary lodging. If the laboratory test result is also positive, the worker will be subject to the disciplinary procedures identified in this program. Follow Up Follow up drug testing is required for employees under the disciplinary action policy in this program. DRUG AND ALCOHOL SCREENS UNDER AUTHORITY OF THE CUSTOMER Employees assigned to specific projects must comply with any drug testing requirements imposed by a customer or the customer s project owner as a condition for initial or continued access to the work site. The testing requirements and procedures will adhere to customer/project owner specifications and may include, but not necessarily be limited to, initial testing, reasonable suspicion testing, post accident Rev. 06-01-2011 Page 7 of 12
testing and random testing. A positive test will be subject the worker to the disciplinary procedures identified in this program. OPPORTUNITY TO CONTEST OR EXPLAIN TEST RESULTS Workers and job applicants who have a positive confirmed drug or alcohol test result from a certified laboratory may explain or contest the result to the medical review officer within five (5) working days after receiving written notification of the test result from the medical review officer. If the worker s explanation or challenge is unsatisfactory to the medical review officer, the medical review officer shall report a positive test result back to the company. A person under the jurisdiction of a state drug free workplace program may contest the drug test result pursuant to procedures referenced in the state rules. CONFIDENTIALITY The confidentiality of any information received by our company through a substance abuse testing program shall be maintained, except as otherwise provide by law. IMPORTANT INFORMATION FOR JOB APPLICANTS AND WORKERS When a worker or job applicant submits to a laboratory drug and/or alcohol test, he or she should be given a form by the specimen collector that contains a list of common medications and substances which may alter or affect the outcome of a drug or alcohol test. This form will also have a space for the donor to provide any information that he/she considers relevant to the test, including the identification of currently or recently used prescription or non prescription medication or to the relevant information. A copy of the information form should be kept by the job applicant or employee for their personal reference. If the job applicant or employee has a positive confirmed test result a medical review officer will attempt to contact the individual in order to privately discuss the findings with that person. The individual should keep the form as a reminder to discuss this information at that time. The medical review officers will take this information into account when interpreting any positive confirmed test results. The information provided shall be treated as confidential and will not be given to the employer. Workers and job applicants have the right to consult with a medical review officer for technical information regarding prescription and non prescription medicine. It is the responsibility of every worker or job applicant to notify the testing laboratory of any administrative or civil action brought pursuant to Act 1552 of 1999 Section 5 a. The provisions of this policy are subject to any applicable collective bargaining agreement or contract and include the right of appeal as described in AWCC Rule 36, Section XIV. Rev. 06-01-2011 Page 8 of 12
REFUSAL TO SUBMIT Failure to submit to any required substance abuse test subjects a worker or job applicant to the same disciplinary actions as a positive test. DEFRAUDING THE SPECIMEN SUBMISSION PROCESS Evidence that a job applicant or worker has tampered with or attempted to alter a specimen submission, or attempted to conceal, disguise or dilute the presence of a prohibited substance in the specimen submission, or attempted in any other way to defraud the specimen submission process will subject the job applicant or employee to the same disciplinary action as a positive test. EMPLOYEE ASSISTANCE As part of our prevention efforts, we offer resource information on various means of assistance in our community, including but not limited to drug and alcohol abuse recovery programs. Employees are encouraged to use this resource file, which is posted at each office and included in this program document. DISCIPLINARY ACTION JOB APPLICANTS A positive test or its equivalent under this program will result in immediate disqualification from employment consideration. The disqualified applicant will not be permitted to re apply for employment with the company for three years after the date of application, and then only if the company receives direct verification from a certified substance abuse assistance provider that the applicant has successfully completed a recovery/rehabilitation program, which must be approved by our company. EMPLOYEES A positive test or its equivalent under this program will result in an immediate one (1) month suspension without pay. The employee is encouraged, but not required, to take advantage of the available assistance programs related to substance abuse during the suspension. Upon completion of the suspension, the employee will be required to, at his or her own expense, submit to follow up drug tests at times and dates specified by the company at least once per month for a period of six months. The specimens for the drug tests must be collected at the company s designated clinic and submitted to a certified laboratory for the results, which must be reported directly to the company. After the six months of follow up tests, the employee will be required to submit to additional follow up drug testing in the same manner at least once per year over a two year period. Failure to pass any of these follow up drug tests will result in immediate Rev. 06-01-2011 Page 9 of 12
termination. Such employees will not be permitted to apply for future employment with the company for three years after the date of termination, and then only if the company receives direct verification from a certified substance abuse assistance provider that the applicant has successfully completed a recovery/rehabilitation program. NOTICE This Substance Abuse Prevention Policy/Program does not constitute a contractual undertaking by our company, which does not, through this policy, assume or offer to assume any obligations beyond that which may be imposed by applicable law. Our company reserves the right to alter, amend, or discontinue any policy or program included in this program with or without notice at our sole discretion. The failure of our company to exercise any function in any particular way shall not be considered a waiver of our right to exercise such function or preclude us from exercising that prerogative in some other way. The worker is responsible to notify our company, our agents, including but not limited to insurance carriers, testing laboratory, medical review officer and testing administrators of any administrative or civil action brought pursuant to any law that governs substance abuse in the workplace. Rev. 06-01-2011 Page 10 of 12
ACTIVE EMPLOYEE CERTIFICATE OF AGREEMENT Health Safety Environmental Program I do hereby certify that I have received and read Noacon, Inc. s substance abuse and testing policy and have had the drug free workplace program explained to me. I understand I am required to submit to drug and/or alcohol tests as prescribed, which includes submission based on observed conduct or performance. I also understand that failure to comply with a drug and/or alcohol testing request or a positive confirmed result for the illegal use of drugs and/or alcohol may lead to discipline up to and including termination of employment and/or loss of workers compensation benefits (pursuant to AWCC Rule 36). PRINTED NAME Signature Date DIRECTORY OF NATIONAL & LOCAL RESOURCES Rev. 06-01-2011 Page 11 of 12
National Technical Assistance Center for Substance Abuse Prevention Workplace Helpline 800 967 5752 National Clearinghouse for Alcohol and Drug Information 800 729 6686 Substance Abuse and Mental Health Services Administration (SAMSHA) 301 443 6014 Department of Transportation s Anti Drug Information Center 800 225 3784 Department of Defense 703 697 8335 Employee Assistance Professionals Association (EAPA) 703 522 6272 American Council for Drug Education (ACDE) 800 488 DRUG Drugs Don t Work Partnership 703 706 0560 Partnership for a Drug Free America (PDFA) 212 922 1560 Workplace Helpline 800 WORKPLACE A2Z Alcohol & Drug Abuse Addiction 800 274 2042 Al Anon/Alateen Family Group Headquarters 800 356 9996 Alcoholics Anonymous World Service 212 870 3400 American Council on Alcoholism Helpline 800 527 5344 800 cocaine An Information and Referral Hotline 800 262 2463 Nan Anon Family Group Headquarters 310 547 5800 Narcotics Anonymous 818 773 9999 National Council on Alcoholism and Drug Dependency Helpline 800 622 2255 Substance Abuse Institute 301 431 1239 Substance Abuse Program Administrators Association 800 672 7229 State Resources Arkansas Department of Health, Bureau of Alcohol and Drug Abuse Prevention 501 280 4508 John 3:16 Ministries, Inc. 870 799 2525 Rev. 06-01-2011 Page 12 of 12