ML20217C394

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Corporate Ref Manual - Human Resource HR-604, Drug & Alcohol Policy
ML20217C394
Person / Time
Site: Davis Besse Cleveland Electric icon.png
Issue date: 08/01/1989
From:
CENTERIOR ENERGY
To:
Shared Package
ML20217C290 List:
References
HR-604, NUDOCS 9107150255
Download: ML20217C394 (4)
v • d • e


Text

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o CORPORATE R E F E R E!10 E MANUAL HR-604 PAGES 1 4

"INFORMATION ONLY"

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e HR-604 Page 1 of 4 CORPORATE REFERENCE MANUAL - HUMA'4 RESOURCE DRUG AND ALCOHOL POLICY POLICY lt is the Corporation's policy to maintain a safe, customer-oriented work environment that is free from the effects of drug and alcohol abuse as outlined below:

Employees shall not use, possess, manufacture, dispense, or sell illegal drugs or alcohol during vorking hours.

Employees are required to report to work in a condition to properly perform their duties.

Off-the-job involvement with drugs or alcohol may have an impact on the Company vork environment, therefore such involvement is a concern of the Company.

Employees who violate this policy vill be subject to disciplinary action up to and including discharge.

In deciding what action to take, management vill take into consideration the employee's present job assignment, past record with the Company and other pertinent factors.

The Corporation vill continue to make available a program for employees who voluntarily request assistance in dealing with a personal drug and/or alcohol problem.

Although this Polic/ applies to all employees, individuals assigned to nuclear sites and certain drivers of trucks may be subject to more stringent standards due to specific federal requirements and licensing commitments uni ae to the nuclear power ir.dustry and Department of h

Transportation rules.

DESCRIPTION This policy outlines the Corporation's guidelines, expectations, and requirements concerning the uia of illegal drugs and alcohol by employees.

The objective of this policy is to ensure the highest standard of health and safety for all employees, customers, vendors, contractors and the general public and to provide for the efficient and effective operation of the Corporation.

This policy applies to all employees and to aty person who has access to any Corporate facility or equipment, or who performs work in conjunction with Corporate operations.

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e HR-604 Page 2 of 4 CORPORATE REFEREHCE MANUAL - HUMAN RESOURCES DRUG AND ALC0HOL POLICY GUIDELINES Illegal Drugs Illeval drugs are controlled substances, drugs, or drug-like substances whose manufacture, distribution, dispensation, possession or use is prohibited by lav.

Aay employee who engages in such Londuct vill be in violation of this policy and appropriate action vill be taken up to and including discharge.

Some of the drugs which are considered illegal under federal, state or local laws are hallucinogens, depressants and stimulants such as, but not limited to, marijuana, heroin, hashish and cocaine.

Employees who are arrested or othervise involved with illegal drugs off Company property vill be subject to appropriate action by the Company.

This action vill be similar to that which would apply to violations on Company property.

By lav, the employee is required to notify the Company of any criminal drug statute conviction for a violation occurring in the workplace, no later than five days after such conviction.

The Company is required to notify any government contracting agency of such conviction within 10 days after receiving notice from the employee.

Prescription Drugs The use of drugs prescribed by an accredited physician for specific medical problems may produce significant side effects that might make an employee unfit for duty.

Therefore, the employee must notify company medical personnel so that the drug may be evaluated as to its potential to cause the employee to be unfit for duty.

If that is the case, company medical personnel vill notify the immediate supervi;or on a need to knov basis.

Alcoholic Beverages The actions of employees in the use of alcoholic beverages vill have a direct impact on the Corporation's public image, customer relations and safe working conditions.

Employees are expected to exercise good judgment in the use of alcoholic beverages.

No alcoholic beverages are to be brought on Corporats property -at any time without the prior approval of the Group Head. No employee or agent shall report to work under the influence of alcohol.

Alcoholic beverages are not to be consumed by employees between the beginning and the end of the workday.

Employees in violation of this policy vill be subject to appropriate action up to and including discharge.

If off-the-job use of alcohol leads to asatisfactory job performance, excessive absenteeism, a poor safety record, or misconduct, the Company is directly impacted and vill take action.

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m HR-604 Page 3 of 4 CORPORATE REFERENCE MANUAL - HUMAN RESOURCES DRUG AND ALCOHOL POLICY CUIDELINES (Cont'd)

Implementation of Policy - 111egal Drugs and Alcohol It is required that all employees who report for vork be fit for duty.

If fitness for duty is thought to be compromised by drugs or alcoholic beverages, a fitness for duty examination vill be determined by individual situations and vill range from urinu or blood samples for screening for illegal drugs to compinte physical examinations.

Failure or refusal to submit to this examination constitutes grounds for disciplinary action up to and including dictharge.

Pay During Fitness for Duty Examination While the employee is undergoing the fitness for duty examination, that individual vill normally continue to receive his/her regular pay unless they are under disciplinary suspension.

Types of Testing Urine testing is the most common method used to detect illegal drug use.

A chain of custody procedure vill be used to guarantee authenticity of the specimen.

The most common test for alcohol is the breath analyzer. This test vill be conducted by qualified technicians.

If a breath analyzer is not available, a Blood Alcohol Content (BAC) vill be done.

Test Results If the test results are negative, employees vill normally be considered fit for duty.

However, even though the tests are negative, employees should not be allowed to continue vorking if for any reason they do not seem capable et performing their job in a safe manner.

Such situations should be dealt vith on an individual basis by the immediate Supervisor with the assistance of company medical personnel to determine if other factors are impacting on the employee's behavior.

If the test results are positive for an illegal drug or alcohol the employee vill be subject to disciplinary action as determined by supervision following consultation with company medical personnel. The employee may be reprimanded, referred to the Employee Assistance Program, suspended from vork without pay, or discharged.

Candidates for employment who test positive vill not be hired.

i Emt oyee Assistaace The Employee Assistance Program is outlined in topic HR-602 of the Corporate Reference Manual.

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e HR-604 Page 4 of 4 CORPORATE REFEREt1CE HANUAL - HUMAN RESOURCES DRUG AND ALCOHOL POLICY GUIDELINES (Cont'd)

Volunteering to rarticipate in the Employee Assistance Program vill neither cause nor preve t disciplinary action for a prior violation of any company policy or a s'absequent violation that occurs af ter the employee completes the program or teturns to work.

APPROVA13 Revision of this topic is the responsibility of the Director, Human Resources.

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Issue Date August 1, 1989 Review Annually.

Approved:,9

, Vice President, Administration

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