P.R.E.A.C.H.
Presenting Resources Effectively, Applying Christ-like Humbleness
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Effective: April 14, 2008,
P.R.E.A.C.H. Policy
Drug and Alcohol Free Workplace Policy
A. Statement of Purpose
P.R.E.A.C.H. has a vital interest in insuring safe, healthful and efficient working conditions for our employees and volunteers. In addition, as a federal contractor (or Grantee), we have a duty to safely and efficiently provide the public with quality goods and services at a reasonable cost. The unlawful presence of controlled substances in the workplace conflicts with these vital interests and constitutes a violation of the public trust. For these reasons, we have established, as a condition of employment and volunteer service and continued employment and volunteer service, the following drug-free workplace policy.
The Drug and Alcohol Free Workplace Policy for employees and volunteers of P.R.E.A.C.H. has the following purposes:
- To establish and maintain a safe, healthy working environment for all employees or volunteers.
- To insure that information which P.R.E.A.C.H. is required to treat with confidentiality is not disseminated.
- To be in compliance with the Drug Free Workplace Act and the regulations promulgated by this act.
- To ensure that public respect for P.R.E.A.C.H. is maintained.
- To maintain the highest levels of job performance.
- Employment with P.R.E.A.C.H. is at-will in nature and employment or volunteer service with P.R.E.A.C.H. may be terminated at any time, nothing in this policy shall constitute a contract of employment.
B. Drug and Alcohol Rules
The following Rules represent the policy concerning drug and alcohol abuse for all P.R.E.A.C.H. employees. They will be enforced uniformly with respect to all employees and volunteers. All employees or volunteers are hereby advised that full compliance with the foregoing policies shall be a condition of employment with P.R.E.A.C.H.
C. Definitions
- Alcohol or Alcoholic Beverage Any beverage that has an alcoholic content in excess of 3% by volume.
- Drugs - Any substance as defined under the Controlled Substance, Drug, Device Cosmetics Act (Act 64); over the-counter medications containing mood altering chemicals and or alcohol; look-alike drugs; prescription medication, and any other substance sold or used as a mood-altering chemical.
- Look-Alikes - Any substance made to look like controlled substance drugs.
- Drug Addiction - The condition of being physically dependent on a chemical substance. Significant withdrawal affects are associated with suddenly stopping the use of the addictive chemical.
- Drug Dependence - The condition of being in need of a chemical substance to obtain a feeling of well-being. A drug dependent person can also be drug addicted if the chemical substance is physically addicting.
- Controlled Substance - Any Substance prescribed defined under Act 64; and additionally any substance that may not be legally possessed by the general public and/or is restricted in its use.
- Completion of Treatment Program - The employee or volunteer has completed all levels of treatment recommended as a result of the employee's ongoing evaluations prior to and during treatment; the employee is involved in an available support group.
D. Employees are prohibited from:
- The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance on P.R.E.A.C.H. premises, in P.R.E.A.C.H. vehicles or while engaged in P.R.E.A.C.H. activities are strictly prohibited.
- Being under the influence of, or using alcohol or drugs during working hours. This includes lunch breaks as well as periods of "on call" duty. With the exception of those drugs prescribed by a licensed physician, P.R.E.A.C.H. shall consider the possession or use of alcohol or other drugs and/or employee or volunteer being under the influence of alcohol or other drugs while the employee performs their duties for P.R.E.A.C.H. as an act c.1 willful misconduct.
- Possession of controlled substances (other than proper use or possession of prescription drugs) at any time, or unlawful acts involving alcohol or controlled substances.
- Acts which could compromise the effectiveness of his or her employment or bring disrespect upon themselves, or P.R.E.A.C.H.
E. Use of Prescribed Medication
Employees or volunteers taking prescribed medication must be able to perform their duties properly and safely and should inform their respective supervisors of any side effect of the medication that might affect the performance of their job duties (eg. drowsiness, blood pressure fluctuation. etc Any employee or volunteer who misuses medication (eg. takes excessive doses, etc. ) shall be considered as being in violation of the this Policy concerning the abuse/misuse of alcohol and other drugs and this misuse may be considered misconduct.
F. Self-Reporting by Current Employees of Drug or Alcohol Dependency
Rehabilitation itself is a responsibility of the employee or volunteer. P.R.E.A.C.H. supports approved treatment efforts by a drug and alcohol dependent employee or volunteer and therefore, the employee or volunteer’s job will not be jeopardized for initiating a request for assistance.
G. Pre-Employment Drug Testing
The P.R.E.A.C.H. reserves the right to perform pre-employment drug testing on all P.R.E.A.C.H. employees or volunteers.
- Pre-employment drug testing shall be consistent and uniform for all employees or volunteers.
- Pre-employment drug testing shall be required only after a prospective employment or volunteer candidate is offered a position.
- Employment or volunteer service, is contingent on the successful passing of pre-employment drug tests. Any applicant who fails the pre-employment drug test will be ineligible for employment or volunteer service at that time.
- Pre-employment drug testing shall consist of only the required elements to determine an individuals use and/or dependency on drugs and/or alcohol and shall not contain any examination or procedure which is consistent with a physical examination.
- Pre-employment drug testing shall be completed by approved medical and/or testing personnel at an approved location, and with appropriate respect for privacy. Applicants will not be directly observed while producing a urine sample.
- The P.R.E.A.C.H. Board of Directors may choose to have this policy periodically reviewed and amended.
H. Current Employees or Volunteers Testing for Drug or Alcohol Abuse.
- Drug or alcohol testing may be required for employees and volunteers under the following circumstances:
- If the employee or volunteer is involved in an accident or work practice, and there are reasonable grounds to suspect drug/alcohol abuse.
- Where there are reasonable grounds to suspect that such as the employee or volunteer has violated any of the Drug and Alcohol Rules of this policy.
- Reasonable grounds to suspect drug or alcohol abuse may consist of but is not limited to any of the following: (A reasonable suspicion warranting testing may not consist of anonymous and unverified reports.)
- Observations by a supervisor or P.R.E.A.C.H. employee or volunteer such as witnessing the use or possession of ' drugs or alcohol, or physical symptoms of being under the influence of drugs or alcohol.
- A pattern of abnormal conduct or erratic behavior consistent with drug or alcohol abuse.
- Information pertaining to workplace substance abuse, provided by a reliable and credible source, independently verified.
- Evidence that an employee or volunteer has tampered with a drug or alcohol test.
I. Testing and Reporting Procedures
P.R.E.A.C.H. will use the following testing and reporting procedures specifically:
- Testing shall be for the following drugs: Cocaine, Marijuana, Quaaludes, amphetamines, barbiturates, Opiates, PCP, methadone. Librium, Valium and alcohol.
- Testing will be completed by an approved certified laboratory and with appropriate respect for privacy.
- The specimen will be promptly labeled and packaged in order to ensure that chain of custody procedures are strictly followed.
- The individual tested will be promptly and confidentially informed as to the result of the test. The Executive Director will receive a copy of the test results.
- All tests will be confirmed by a gas chromatography/mass spectrometry (GC/MS) test procedure. Any individual testing positive will have an opportunity to explain the test result to determine whether there are any legitimate explanations for the result. If there is a legitimate explanation for the test result, the result will be considered by P.R.E.A.C.H. as negative. If there are no legitimate explanations for the positive test report, the results will be considered by P.R.E.A.C.H. as positive.
- An individual who receives a positive test result shall be provided with the opportunity to have the test reconfirmed and/or to medically document and explain the test result. If the employee contests the validity of the test result, he or she has the right to have the test independently verified-by a certified laboratory at the employee or volunteer’s expense. Such a request must be filed with the Executive Director within seven (7) days of P.R.E.A.C.H. receiving a positive report and advising the applicant or employee or volunteer.
7. All reporting and other test record procedures shall be held strictly confidential by the test agency, the Executive Director, and the employee's or volunteer’s supervisor. The Executive Director will maintain all necessary records regarding the testing of individuals.
8. Costs of the initial testing will be paid by the employee or volunteer.
J. Guidelines for Personnel Action
Any employee or volunteer who is found in violation of this policy or has a positive test result may be subject to disciplinary action.
- Applicants - Any applicant employment or volunteer service who has a verified positive test result for a controlled substance or otherwise violates the P.R.E.A.C.H.'s drug and alcohol policy will be denied employment with P.R.E.A.C.H. at that time.
- Employees:
- Drug and Alcohol Policy Violations - Any violation of P.R.E.A.C.H.'s drug and alcohol policy may result in disciplinary action up to and including immediate termination.
- Reporting to Work Under the Influence of a Legal Controlled Substance - An employee or volunteer may continue to work, even though under the influence of a legal controlled substance. if P.R.E.A.C.H. has determined that given reasonable accommodations the employee or volunteer does not pose a threat to his or her own safety or the safety of co-workers and others, and that the employee or volunteer is able to perform his or her essential job duties. Otherwise, the employee or volunteer may be required to take a non-paid leave of absence or comply with
- Notification of Workplace Drug Conviction - An employee or volunteer must notify the Executive Director of any criminal drug statute conviction for a violation occurring within the workplace within five (5) days of such conviction. Within ten (10) days of such notification or other actual notice, P.R.E.A.C.H. will advise the Federal government of such conviction.
- Drug-Free Awareness Program - In order to maintain a drug-free workplace, P.R.E.A.C.H. has established a drug free awareness program to educate employees on the dangers of drug abuse in the workplace, our drug-free workplace policy, the availability of any drug-free counseling rehabilitation and employee assistance programs and the penalties that may be imposed for violations of our drug-free workplace policy.
K. Grievance Procedure - Due Process Procedure
A P.R.E.A.C.H. employee or volunteer shall have the right to request a hearing to contest any disciplinary action, including removal from volunteer service or employment, due to any violation of this policy or for refusing a drug test. If a disciplined employee or volunteer chooses to contest his or her disciplinary action, he or she must notify the Executive Director of this desire in writing within ten (10) days of the disciplinary action.
Adopted this 14h day of April 2008
PREACH (Presenting Resources Effectively, Applying Christ like Humbleness)
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