DRUG & ALCOHOL POLICY

Introduction

Sandy Lane Automotive recognizes that every person has the right to a safe and healthy work environment and that awareness, education , effective interventions and rehabilitation are all key factors in a successful alcohol and drug program.  The inappropriate use of alcohol and drugs can have serious adverse effects on the safety and well being of employees, employers and the public. Since most of Sandy Lane Automotive employees are involved in the operation of motor vehicles as part of their job, it is imperative that no one be impaired during their shift.

Objectives of Alcohol and Drug Guidelines

  1. Provide a safe workplace for Sandy Lane Automotive employees and those whose safety may be affected by the conduct of an employee
  2. Ensure all personnel are treated fairly, with respect and confidentiality
  3. Enhance employee awareness
  4. Encourage and support employee self‐referral for substance abuse related problems

Scope

These guidelines apply to all employees, or any other person or entity that performs work for Sandy Lane Automotive.

Drug and Alcohol Rules

  1. No employee shall report to work or be at work with an alcohol level that exceeds .04 as tested by blood, breath, saliva or urine; or blood concentration THC levels that exceed 2ng/ml; or any combination of both; or be under the influence of any illegal drug.
  2. No employee shall distribute, possess, consume or use alcohol or illegal drugs on any work sites occupied by Sandy Lane Automotive
  3. If an employee is taking a prescription or non‐prescription drug for which there is a potential unsafe side effect, he or she has an obligation to report this potential danger to their supervisor.
  4. For reasons of legal liability, no alcohol or cannabis may be consumed on any company worksite after hours.

Circumstances to Test

  1. Reasonable suspicion – an alcohol and/or drug test will be conducted when a trained supervisor or company official observes behavior or appearance that is characteristic of alcohol or drug misuse.
  2. Post accident/Incident – as part of an accident/incident investigation if there is equipment involved, or if there are reasonable grounds to believe that drug or alcohol use by an employee may have been a factor or cause in the accident, near miss or potentially dangerous situation.
  3. Return to duty and follow‐up – an employee who has previously failed an alcohol or drug test must have a negative test before they return to work. After that, unannounced follow‐up tests may be recommended by a substance abuse counselor.

Confidentiality

Test results and other confidential information may only be released to the specific manager and the substance abuse professional.  Any other release to this information is only permissible with employee’s written consent.

Consequences of Alcohol and Drug Use

When a positive test with an alcohol concentration of .04 or greater or a confirmed positive drug test occurs the employee will be immediately suspended or terminated, at the supervisor’s discretion.  That employee will not be considered for rehire unless he or she completed a substance abuse treatment program at an approved agency.

While Sandy Lane Automotive has no intention of intruding into private lives, employees are expected to be in a condition to safely perform their duties throughout their workday.  Employee involvement with alcohol and/or drugs will have an impact on the job and our ability to accomplish our goal of a safe work environment, free from the effects of alcohol and drug abuse.  In addition to achieving alcohol and drug free workplace, it is our commitment to preserve the privacy and personal dignity of each employee.

A printable copy of this policy may be found here.

Dated:  2018-10-15