INTRODUCTION
BUL-HED
CORPORATION (“Company”) has a continuing commitment
to its employees by striving to provide a safe work
place and promote high standards of personal health.
Substance abuse, whether it is the use of illegal
drugs or misuse of alcohol, is a growing problem
affecting our entire society and which has spread to
every occupation. The abuse of drugs and alcohol
drains the American economy everyday of billions of
dollars through lost productivity, absenteeism,
jobsite accidents, medical costs and thefts.
OBJECTIVE
BUL-HED
CORPORATION’S continuing goal is to establish and
maintain a work environment that is free from the
effects of substance abuse. It is neither our
intent nor desire to intrude upon the private lives
of individuals. However, employees will be expected
to report to work in a condition that permits the
successful and safe performance of their duties,
without hindrance to other individuals. We
recognize that employee involvement with drugs,
regardless of when it might occur, may have an
adverse impact on the work place and hamper our
efforts to achieve a safe and productive work
environment. For this reason, it is a condition of
employment that all employees refrain from using
drugs on or off the job. To implement this
condition of employment, the corporation is
instituting a drug testing program in conformity
with Chapter 38F-0 of the Florida Administration
Code. Those individuals determined to be in
violation of this Policy are subject to disciplinary
action which may include termination. Our Policy
has been established with these objectives in mind.
INSTRUCTION/TRAINING
Employee
and applicants for employment will receive copies of
this policy in order to make them aware of the
goals, attitudes and demands of BUL-HED CORPORATON
relative to substance abuse. Additionally, this
document points out that we are committed to
providing assistance when an individual in need so
desires. The opportunity to seek assistance form
outside this organization is also made available.
All
supervisors and drivers will receive training in the
effects and consequences of controlled substance use
on personal health, safety and the work
environment. These personnel will be made aware of
the manifestations and behavior changes that may
indicate controlled substance use or abuse. In
addition, all employees will be issued training
materials on a periodic basis related to drug
awareness.
CONDITIONS WARRANTING DRUG SCREENING/TESTING
The
following conditions or personnel will require drug
screening/testing as defined in this policy. The
term “drug” is utilized in a general context and
refers to both drugs and alcohol:
(1)
PRE-EMPLOYMENT: All job
applicants and rehires will be required to undergo
screening for the presence of illegal drugs, and may
be tested for alcohol, as a condition for
employment. Applicants will be required to submit
to a urinalysis test to a laboratory chosen by the
corporation and, by signing consent agreement, will
release the corporation from liability.
(2)
REASONABLE SUSPICION: An
employee who reports to work visibly impaired and/or
unable to properly perform required duties will not
be allowed to work. When a supervisor has a
reasonable suspicion that an employee has used
illegal drugs, abused alcohol or has engaged in the
unauthorized use of a controlled substance, the
employee will be requested to immediately submit to
testing defined in the policy. If available,
another responsible person will be sought to confirm
or deny the supervisor’s suspicions.
(3) JOB/OWNER
SPECIFIC: Bul-Hed
Corporation may, at times, contract with companies
that have a more stringent policy than ours, which
may include but not limited to random screening,
periodic screening, etc. It will be each employee’s
responsibility to comply with these requirements.
Notification will be given by Bul-Hed to all
employees should these requirements differ from
Bul-Hed Corporation’s Policy.
(4) VEHICLE
ACCIDENT: When an
employee is involved in a vehicle accident while
driving a company vehicle, the employee will be
required to immediately submit to testing as defined
in the policy. This measure can document the
non-use of drugs or alcohol in the event to a
lawsuit and protect both the employee and the
company.
(5) PERSONAL
INJURY OR PROPERTY DAMAGE:
When an employee is involved in an accident
involving personal injury or property damage during
work hours, and if there is reasonable suspicion of
substance abuse, the employee will be required to
immediately submit to testing as defined in the
policy.
(6)
INTRASTATE DRIVERS:
Department of Transportation Requirements for
Intrastate Drivers – F.H.W.A., revision issued
August 15, 1991 – states that drivers of vehicles
with a gross vehicle weight rating of over 26,000
pounds come under the random and post accident
additional testing requirements. Accordingly, these
individuals are required to submit to testing as
defined in the policy.
(7) PROGRAM
PARTICIPANTS: Employees
returning to work after participating in a drug or
alcohol treatment programs are required to submit to
screening/testing for up to twenty-four (24) months.
PROCEDURES FOR DRUG SCREENING/TESTING
Specimens will be collected with due regard for the
privacy of individuals providing the samples, and
through a documented chain of custody. Only
laboratories licensed by the Department of Health
and rehabilitative Services (HRS) will be utilized
for collection and analysis of specimens.
Laboratory results will be kept confidential in
accordance with the provisions of Rule 38F-09.012 of
the Florida Administrative Code, and generally only
reported to the employer’s representative and the
employee. In the event of “positive” results, the
employee will be given an opportunity to discuss
findings with the Medical Review Officer (MRO).
Prior to
testing, and at this time if so desired, evidence of
prescribed medications may be offered. Attached to
this policy is a list of over-the-counter and
prescription drugs which could alter or affect the
outcome of the drug test. The specimen may be
retested within 180 days after written notification
of a positive test result, provided the individual
making the request absorbs the associated expense.
Before
and after testing, employees and job applicants may
confidentially report the use of prescription or
non-prescription medication or other medical
information which they consider relevant to the
test. Attached to this policy is a copy of a form
which may be used for this purpose. Additional
copies of the form are available in our office.
When an individual desires to provide this
information prior to testing, he or she may do so in
writing and submit the form with his or her sample.
This information will be forwarded to the laboratory
with the specimen and will remain confidential in
accordance with rule 38F-9.012 of the Florida
Administrative Code. An employee or job applicant
may also provide the form to the Medical Review
Officer when he or she meets with that individual to
discuss “positive” test results. The form may be
provided to the Medical Review Officer after testing
at any time up to five working days after the
employee receives a notice of a positive confirmed
test result.
Substances for which employees may be tested are,
but not limited to the following:
Alcohol
Opiates (Heroin, Morphine, etc.)
Amphetamines
(Speed) Barbiturates
(Downers)
Cannabinoids
Hashish, Benzodiazepines
Marijuana) Methadone
Phencyclidine
(PCP) Propoxyphene
Methaqualone
(including Cocaine (including
crack)
Quaaludes)
The main
testing laboratory and collection agency for this
policy is currently:
LAKESIDE MEDICAL CENTER
4710
SOUTH FLORIDA AVENUE
LAKELAND, FLORIDA 33813
The main
Medical Review Officer for this policy is currently:
Dr.
NANCY KING
THE
OCCUPATIONAL HEALTH CNETER, INC.
134-D
ARIANA AVENUE
AUBURNDALE, FLORIDA 33823
Should
testing or collection be necessary in areas deemed
remote to Lakeland, the above listed laboratory will
provide us with details of the closest facility
licensed by HRS.
Refusal
to submit to testing under the conditions listed is
considered misconduct and grounds for termination or
denial of employment, in addition to forfeiture of
eligibility for Workers Compensation medical and
indemnity benefits.
An
employee or job applicant who receives a positive
confirmed test result may contest or explain the
results to the employer within five (5) working days
after written notification of the positive test
results. If an employee’s or job applicant’s
explanation or challenge is unsatisfactory to the
company, the individual may contest the drug test as
provided in Rule 38F-9.009 of the Florid
Administrative Code. A copy of this rule is
available in our office. Each employee or job
applicant is responsible for notifying the
laboratory of any administrative or civil action
brought pursuant to Chapter 440 of the Florida
Statutes.
Each
employee and job applicant has the right to consult
the laboratory for technical information regarding
prescription and non-prescription medications.
GROUNDS FOR DISCIPLINARY ACTION/TERMINATION
A
violation of this policy is grounds for denial of
employment, or in the case of a current employee,
termination of employment.
The
circumstances under which the Company may take such
action included, but are not limited to the
following:
(1) When an employee/applicant has a
“positive” confirmed drug or alcohol test result.
(2) When an employee is under the influence
of an illegal drug, alcohol, or an unauthorized
control substance under any of the following
circumstances:
A.)
While conducting or performing Company business.
B.) During the hours between the beginning and
ending of a work day.
C.)
While operating any Company vehicle or piece of
equipment.
D.)
While on Company property and/or jobsite premises.
(3) When an employee is found to be using,
possessing, consuming, transferring , selling or
attempting to sell or transfer any form of illegal
drugs, alcohol, or controlled substance whose use is
unauthorized, under any of the following
circumstances:
A.)
While conducting or performing Company business.
B.) During the hours between the beginning and
ending of a work day.
C.)
While operating any Company vehicle or piece of
equipment.
D.)
While on Company property and/or jobsite premises.
(4) When an employee refuses to consent to
drug testing, refuses to complete the Certificate of
Agreement to Bul-Hed Corporation’s Substance Abuse
Policy, or refuses to complete any of the required
chain of custody forms after submission of urine or
blood specimens.
(5) When any employee switches, tampers or
adulterates, or attempts such switching, tampering
or adulterating of a urine or blood ample provided
for testing.
CONDITIONS OF
EMPLOYMENT
Every
employee of Bul-Hed Corporation is an “at-will”
employee. Bul-Hed Corporation reserves the right
to terminate any employee at any time without
notice, for any reason or no reason. Compliance
with Bul-Hed Corporation’s Substance Abuse Policy is
a condition of employment. The failure or refusal
of an employee to cooperate fully, sign any required
documents, or submit to any inspection or test will
be grounds for termination.
REFERRAL SOURCES
BUL-HED
CORPORATION has attached a list of referral sources
to provide assistance to those individuals in need.
It is the responsibility of each employee to seek
assistance through the referral sources before
alcohol or drug problems lead to disciplinary
actions.
Knowledge of an employee’s prior action seeking
assistance form the referral sources will be kept
confidential. Additionally, and with the condition
that the person is not in violation of any other
part of the Policy, this information will not be
used against the employee.
A
selected listing of national hot line telephone
numbers is also listed below for employee referral
and assistance:
ALCOHOLICS
ANONYMOUS
1-800-344-2666
ALCOHOL AND DRUG REFERRAL HOT
LINE 1-800-252-6465
FLORIDA DEPARTMENT OF HRS, ALCOHOL
AND DRUG ABUSE PROGRAM (HEADQUARTERS
TALLAHASSEE)
1-904-488-0900
NATIONAL COCAINE HOT
LINE
1-800-262-2463
NATIONAL INSTITUTE OF DRUG ABUSE, DRUG
INFORMATION,
TREATMENT
1-800-662-4357
Additional referral source telephone numbers, if
needed, are available. Any questions may be
addressed by contacting Mrs. Heidi Harrison at (813)
665-0831 during office hours.
All
supervisors and drivers will receive training in the
effects and consequences of controlled substance use
on personal health, safety, and the work environment
and the manifestations and behavior changes that may
indicate controlled substance use or abuse. In
addition, all employees will receive training
materials related to drug awareness on a periodic
basis.
BUL-HED
CORPORATION will not discriminate against applicants
for employment or current employees because of past
abuse or drugs or alcohol. However, we will not
tolerate any current misuse of drugs or alcohol.
Our goal is to provide a safe and productive
environment for individuals, free from the effects
of substance abuse.
Ronnie
E. Hedrick
ATTACHMENT TO BUL-HED CORPORATION
SUBSTANCE ABUSE POLICY
OVER THE
COUNTER AND PRESCRIPTION DRUGS
THAT
COULD ALTER OR AFFECT THE OUTCOME OF A
DRUG
TEST
ALCOHOL
All
liquid medication containing ethyl alcohol
(ethanol). Please read the label for alcohol
content. As an example, Vick’s Nyquil is 25% (50
proof) ethyl alcohol, Comtrex is 20% (40 proof),
Contac Severe Cold Formula Night Strength is 25% (50
proof) and Listerine is 26.0% (54 proof).
AMPHETAMINES
Obetrol,
Biphetamine, Desoxyn, Dexedrine, Didrex
CANNABINOIDS
Marinol
(Dronabinal, THC)
COCAINE
Cocaine
HCI topical solution (Roxanne)
PHYENCYCLIDINE
Not
legal by prescription
METHAQUALONE
Not
legal by prescription
OPIATES
Paregoric, Parepectolin, Donnage 1 PG, Morphine,
Tylenol with Codeine, Empirin with Codeine, Aspirin
with Codeine, Robitussin AC, Guiatuss AC,
Novahistine DH, Novahistine Expectorant, Dilaudid (Hydromorphone),
M-S Contin and Roxano1 (morphine sulfate), Percodan,
Vicodin, etc.
BARBITURATES
Phenobarabital, Tuinal, Amytal, Nembutal, Seconal,
Lotusate, Fiorinal, Fioricet, Esgic, Butisol,
Mebaral, Butabarbital, Butbital, Phrenilin, Triad,
etc.
BENODIAZEPHINES
Ativan,
Azene, Clonopin, Dalmane, Diazepam, Librium, Xanax,
Serax, Tranxene, Valium, Verstran, Halcion, Paxipam,
Restoril, Centrax.
METHADONE
Dolophine, Methadosa
PROPOXYPHENE
Darvocet,
Darvon N, Dolene, Etc.
Use this
form to provide information you consider relevant to
your drug test. Should you have any questions
regarding medications you may be taking, you may
want to consult with your physician or the MRO
listed in this policy.
LIST
PRESCRIPTION DRUGS TAKEN WITHIN THE PAST 30 DAYS
LIST
NON-PRESCRIPTION MEDICATION TAKEN WITHIN THE PAST 30
DAYS OR OTHER MEDICAL INFORMATION WHICH YOU CONSIDER
REVELANT TO THE TEST.
You are not required to
fill out this form. This form may be submitted to
the laboratory with any sample you provide for drug
testing purposes, or it may be submitted to the
Medical Review Officer at any time up to five
working days after you receive notice of a
“positive” confirmed test. |
