TREATMENT FOR SUBSTANCE ABUSE. Employees who feel they may have a substance abuse problem are encouraged to voluntarily seek help by using the Employee Assistance Program (EAP) before alcohol and/or drug use lead to disciplinary action or termination. If an employee seeks help, he/she will be granted necessary disability leave of absence, if necessary, to receive the recommended treatment. Leaves of Absence associated with a just cause on the job injury or accident where an employee seeks treatment will not exceed two (2) times during an employee’s employment. No employee will have his job security or promotional opportunities jeopardized by his voluntary request for help. Any and all information surrounding a voluntary request and subsequent treatment by an employer will be kept strictly confidential. Employees who return to work from a disability leave of absence for treatment will be required to submit to a drug and alcohol test prior to being reinstated. If the test results are positive an employee will not be returned to work until he/she tests negative. If it is determined, as a result of positive test results, that an employee violated this policy, a meeting will take place between Human Resources, the Union, and the employee. The employee will be offered the option of seeking rehabilitation through referral as defined in this policy. If the employee enters and successfully completes a treatment program, he/she will be required to pass a urinalysis or breathalyzer test prior to returning to work and must agree to random testing for the next 12 months. Tests will be conducted not more than four (4) times in a twelve (12) month period. If the employee refuses this option, he/she may be subject to disciplinary action up to and including termination. Subsequent violation of this policy by an employee based on positive test results may subject the employee to disciplinary action up to and including termination. Despite the foregoing, the Company reserves the right to discipline or discharge any employee who tests positive on a drug and alcohol test if the employee’s conduct that precipitated the test is otherwise sufficiently serious to warrant discipline or discharge. Union Company Date Date ATTACHMENT A The following statement must be read by the supervisor/member of management to the associate before he/she is sent to the clinic for drug/alcohol examination and signed by the supervisor and a witness: “You are being sent to the Sandusky Medical Clinic (as defined by the Company) bec...
TREATMENT FOR SUBSTANCE ABUSE. Successful treatment of substance abuse is, to a great degree, dependent upon the desire of the abuser to overcome the disease and his/her willingness to seek proper treatment. The Company encourages voluntary drug or alcohol abuse treatment and will be supportive of employees and/or their dependents who seek treatment of their own accord. Conversely, the Company will take strong action against those employees who suffer from drug or alcohol abuse, but who refuse to seek treatment for the problem. -------------------------------------------------------------------------------- If an employee tests positive for drugs or alcohol after being referred for mandatory testing because of declining job performance or erratic on-the-job behavior, that employee is in violation of the Company's Alcohol and Drug Abuse Policy. Any employee who has reason to suspect another employee or supervisor may be abusing drugs or alcohol is encouraged to contact the Company's program administrator, who will evaluate the situation and determine what steps should be taken. Employees can be assured they may take such action on a confidential basis and without fear of reprisal.
