Microsoft Word - Auria Hourly Handbook December 2021 - FINA

 Possession, use, adulteration, sale, attempted sale, purchase, attempted purchase, conveyance, distribution, transfer, cultivation, and/or manufacture of any controlled or illicit drug, including marijuana, on Company property, including the parking lot and driveway, and in Company vehicles, at any time, including breaks or lunch. Reporting for work or working while impaired by any controlled or illicit substance, including marijuana, except a drug prescribed for the employee by a physician. An employee whose ability to work safely is impaired by a drug prescribed for the employee by a physician and used by the employee as prescribed, must report such use to their supervisor and/or Human Resources, so that appropriate action may be taken, including transfer, reassignment, and/or a leave of absence. The Company may search an employee's purse, locker, lunch box, car, or other personal property on Company premises, or may ask an employee to empty his or her pockets where there is a reasonable belief that an employee has violated this Policy. A refusal to be searched is insubordination, which is subject to discipline, up to and including discharge. Employees who are not actually on Company property, but are performing work for the Company, are also subject to this Policy. Failure by any employee to comply with these rules while on Company business off site will be treated the same as if the employee were on Company property. 2. Pre-Employment Drug Testing All applicants for employment who receive conditional offers of employment will be tested for drugs at the Company's expense. A qualification for employment by the Company is to pass the pre-employment drug test. The conditional offer of employment may be withdrawn if the applicant receives a non-negative test result or refuses to take the pre-employment drug test or to sign the consent form for the test. 3. Reasonable Suspicion Alcohol and Drug Testing The Company will usually require an employee reasonably suspected of being impaired by alcohol and/or drugs to be tested for alcohol and/or drugs at Company expense at a certified laboratory. The Company will only require an employee to be tested for alcohol and/or drugs if two supervisors reasonably suspect the employee to be impaired by alcohol and/or drugs based on their observations of the employee's job performance, personal behavior, or any other evidence of alcohol or drug abuse. If, however, a second supervisor is not available or able to observe the employee, the Company may rely on the observations of one supervisor. 4. Post-Accident or On-the-Job Injury Alcohol and Drug Testing An employee who is involved in an on-the-job accident or injury may be tested for alcohol and drugs at the Company's expense at a certified laboratory, as part of the Company's investigation into the cause of the accident or injury.

The Company may require the alcohol and drug testing of any employee:

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