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USA Operations Centers Substance Abuse Policy May 2017
As this policy is reviewed, please note the following State/Area for which exceptions exist:
Maine
Specific details on each exception may be found within the General Information section of this text.
Alcohol or drug use may impair an employee's fitness for work and affect the safety, health, and welfare of other employees. Failure to meet basic expectations in fitness for work may jeopardize an employee's continued employment.
Joyner prohibits the sale, use or possession of illegal or medically unauthorized substances while on Company property or while on Company business.
The sale or use of alcohol while on or using Joyner property is prohibited. Possession of an open container of alcohol while on or using company property is also prohibited.
However, if alcohol is available at a business event or during business-related travel, employees must use good judgment and be sensitive to the perception that situation may create. Please see the Alcoholic Beverages at Company Functions – Enterprise Policy for additional information and guidelines.
Employees may not report to work, remain at work, or operate company-provided vehicles while under the influence of alcohol or drugs (even if medically authorized). "Under the influence" means that an employee is physically impaired such that it impacts the work environment and may affect the safety, health, and welfare of other employees.
Employees whose behavior or performance may reflect use of alcohol or drugs will be referred for a medical evaluation. This medical evaluation may include being asked to report to a Company designated physician or medical clinic for an evaluation and urine, blood, and/or breath testing.
Employees with positive tests for alcohol and/or medically unauthorized drugs (including marijuana) may have their employment terminated or be referred for an additional medical evaluation.
If an employee is referred for a medical evaluation, the employee must obtain medical clearance to return to work and, as a part of the clearance must complete a chemical dependency evaluation and any recommended rehabilitation. Chemical dependency evaluation and any rehabilitation, even if required for medical clearance for return to work, will be at employee expense.
During the 12 months after medical clearance for return to work, follow-up urine, blood, and/or breath testing or further medical evaluation may be required. Testing or evaluation showing further use of alcohol or a medically unauthorized drug may jeopardize continuing employment.
Proactively seeking assistance for a substance abuse problem will not jeopardize an employee's job.
Substance abuse is a behavioral/medical problem that can be treated. The same consideration may be given to employees with chemical dependencies as given to employees with other health problems.
State and federal laws may require "reasonable accommodation" in the workplace for employees who are recovering from some types of substance abuse.
All situations involving substance abuse are to be treated in confidence.
State/Area Exception Due to state law, Joyner rm does not currently test employees in Maine.
Employee Actions
Employees may call the LifeWorks Program at 888-777-4774 to obtain a list of appropriate treatment providers. The U.S. Department of Health and Human Services also offers an on-line Substance Abuse Treatment Facility Locator that can assist in locating a Substance Abuse Professional.