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Drug and Alcohol Program

Dow Aero Logistics ("Company") has a long-standing commitment to provide a safe, quality-oriented, and productive work environment through compliance with the Drug-Free Workplace Act of 1988, along with Federal Aviation Administration (FAA) and Department of Transportation (DOT) regulations.

Drug and alcohol abuse poses a threat to the health and safety of all Company employees, the safe use of Company equipment and facilities, along with the protection of the surrounding communities in which we operate within and travel through. For these reasons, the Company is committed to the elimination of improper drug and alcohol use and abuse by all employees while on the job.

Employee Assistance

The Company will assist, support, and reasonably accommodate anyone who voluntarily seeks help for drug and/or alcohol use and abuse problems prior to being subject to disciplinary action or facing termination of employment. Such employees may be allowed to:

  • Submit a leave request to undergo treatment options.
    • Accrued paid time off (PTO) may be used.
    • Otherwise shall be placed on an unpaid leave of absence.
  • Referred to treatment providers.
  • Receive other reasonable accommodations as required by law.

Employees shall be required to document that they are successfully following prescribed treatment and may be required to complete follow-up drug and/or alcohol testing if the employee holds a job function status of safety-sensitive or when a previous violation of the Company's Drug and Alcohol Program has occurred.

Once a drug and/or alcohol screening has been scheduled, unless otherwise required by the Family and Medical Leave Act or the Americans with Disabilities Act, the employee will have forfeited the opportunity to be granted leave for treatment, and possible disciplinary action, up to and including termination will be enforced.

Everyone is expected to report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. Employees are not prohibited from the lawful and proper use and possession of prescribed medications. However, employees shall consult with their medical professional(s) about any medications' they use and the effect on their fitness for duty along with their ability to work safely. If work restrictions apply for the use of a prescribed medication(s) employees must promptly provide the information to Human Resources.

Employees shall not disclose underlying conditions, unless such conditions may impact their ability to complete job responsibilities.

Substance Abuse Awareness

Use of illegal drugs, improper use of prescription drugs, and alcohol misuse can have many serious adverse health and safety consequences for you and those around you. Information about those consequences may be found in a mandated training course in which you may have just completed.

For assistance in the treatment of drug and/or alcohol problems the Company provides resources that you may confidentially contact before serious complications may arise. These substance abuse counseling service providers are:

Substance Abuse and Mental Health Administration
Address
5600 Fishers Lane, Rockville, Maryland 20857
Phone 1.800.622.HELP (4357)
Web www.samhsa.gov

Oklahoma Department of Mental Health & Substance Abuse Services
Address
2000 North Classen Boulevard, Suite E600, Oklahoma City, Oklahoma 73106
Phone 1.405.522.3908 | Fax 1.405.248.9321
Web www.ok.gov/odmhsas

Work Rules

  1. Whenever employees are working, are operating any Company vehicles and/or equipment, are present on Company premises, or are conducting Company-related duties (even when off Company premises), they are prohibited from:
    1. Using, possessing, buying, selling, manufacturing, or dispensing an illegal drug (including possession of drug paraphernalia).
    2. Being under the influence of alcohol or an illegal drug as defined in this policy.
    3. Possessing or consuming alcohol.
  2. Employees are required to have government-issued identification, with photograph, on them while on work premises and while conducting business-related activities while off work premises.
    • Identification will be necessary in order for an employee to complete a drug and/or alcohol test.
    • The Company will verify that photo identification is available at the time of notice to submit to a drug and/or alcohol test.
  3. The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee's body, while performing Company business or while on Company premises, is prohibited.
  4. The Company will also not allow employees to perform duties when the employee is required to take prescribed drugs that are adversely affecting their ability to safely and effectively perform job responsibilities.
    • Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist and be prepared to produce if asked.
  5. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution, in addition to disciplinary action, up to and including termination of employment.

Collection and Testing Procedures

Drug Testing

When testing for the use of drugs for employees and candidates a urine specimen is to be collected. Specimens are to be provided in private as long as the donor does not appear to be providing altered, adulterated, or substituting specimens. Collected specimens should be sent to a federally certified laboratory and tested for evidence of:

  • Marijuana
  • Cocaine
  • Opiates
  • Phencyclidine (PCP)
  • Amphetamines

The laboratory should screen all specimens and confirm all positive screens. There must be a chain of custody from the time specimens are collected, tested, and stored.

Individuals with positive test results may also ask an applicable Medical Review Officer (MRO) to have their split specimen sent to another federally certified laboratory to be tested at the employee's or candidate's own expense. Such requests must be made within seventy-two (72) hours of notice of the test results. If the second facility fails to find any evidence of drug use in the split specimen, the employee or candidate will be treated as if they have passed the test.

In no event should a positive test result be communicated to the Company until such time that the Medical Review Officer (MRO) has confirmed the test to be positive.

Alcohol Testing

When testing for the use of alcohol for employees and candidates a breath specimen shall be collected. Analysis of the specimen shall be performed by a trained technician that is using a federally approved breath alcohol testing device. If a breath alcohol concentration is .04 or more, a second breath specimen will be collected. The results of the second test should be determinative.

The Company, at its discretion, may request that a saliva specimen be provided instead.

For purposes of this policy, test results generated by law enforcement or medical providers may be considered by the Company as a violation of the Company's Drug and Alcohol Program.

Types of Testing

Pre-Employment

Candidates for a position they've been provided a conditional offer shall complete and pass a drug test before starting work with the Company. Additionally, employees with a job function status of safety-sensitive shall also pass a breath alcohol test prior to their hire date with the Company. Candidates will be permitted to complete pre employment drug and/or alcohol screenings on their own and will be expected to complete the screening(s) within a reasonable amount of time.

Random

Employees may be subject to a unannounced, random drug and/or alcohol screenings at anytime throughout employment with the Company. Employees will be permitted to complete random drug and/or alcohol screenings on their own, but will be expected to complete the test(s) immediately upon notice. Compensation for completing a random screening will be provided when completed in a reasonable amount of time. The employee may return to safety-sensitive duties while results are still being collected.

Reasonable Suspicion

Employees are subject to reasonable suspicion testing based on, but not limited to, observations of apparent drug and/or alcohol workplace use, possession, or impairment. Under no circumstance will the employee be allowed to transport themselves to the collection site. A member of management, or designated appointee, shall accompany the employee and the test(s) shall be completed immediately.

Alcohol test results will be immediately available at the collection site, while drug results will require more time. When a drug screening has been performed the employee may not return to safety-sensitive duties until the test results have been collected.

Compensation for completing a reasonable suspicion screening will not be provided unless results are negative. The Company, at it's discretion, may suspend the employee without pay until the results have been returned. If the drug results are negative, the employee will be compensated appropriately for their shift(s) missed. 

Post-Accident

Employees may be subject to post-accident testing when they:

  • Cause or contribute to an accident that results in an injury to themselves or another employee, or which causes serious damage to Company equipment and/or facilities; and 
  • In which there is a reasonable foundation in concluding that drug and/or alcohol use could have contributed to the incident.

A circumstance that constitutes as probable belief will be presumed to arise in any instance involving a work-related injury or accident in which an employee who was operating a motorized vehicle (including a Company forklift, cargo van, etc.) is found to be responsible for causing the accident. In any of these instances, the investigation and subsequent testing must take place within two hours following the accident, if not sooner. 

Under no circumstance will the employee be allowed to transport themselves to the collection site. A member of management, or designated appointee, shall accompany the employee and the test(s) shall be completed immediately

Alcohol test results will be immediately available at the collection site, while drug results will require more time. When a drug screening has been performed the employee may not return to safety-sensitive duties until the test results have been collected. If the incident involves a vehicle, the employee will not be permitted to operate this type of equipment until test results have been returned.

Compensation for completing a post-accident screening will not be provided unless results are negative. The Company, at it's discretion, may suspend the employee without pay until the results have been returned. If the drug results are negative, the employee will be compensated appropriately for their shift(s) missed. 

Follow-Up

Employees who have tested positive on a drug and/or alcohol test, or otherwise violated the Company's Drug and Alcohol Program, may be offered an opportunity to return to work for the Company, at its discretion. This will be on a last-chance basis pursuant to mutually agreeable terms and will heavily depend on the circumstances and the employee's work history and record. The terms, at minimum, shall include:

  • Follow-Up drug and/or alcohol testing with a frequency determined by the Company.
    • For a minimum of one year, but no more than two years.
  • A waiver of the right to contest any termination resulting from a subsequent positive test.
    • If the employee either does not complete the rehabilitation program or tests positive after completing the rehabilitation program, the employee shall be subject to immediate termination from employment.

For more information see the drug and alcohol testing protocols

Inspections

The Company reserves the right to inspect all portions of its premises for drugs, alcohol, or other contraband. All employees and visitors may be asked to cooperate in inspections of their persons, work areas, and property that might conceal a drug, alcohol, or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate disciplinary action, up to and including termination of employment.

Consequences

Any employee who refuses to submit to or receives a positive drug and/or alcohol test shall result in disciplinary action, up to and including termination of employment. Applicants who refuse to cooperate for a drug and/or alcohol screening, or who receive positive test will not be hired and will no longer be considered for future employment opportunities.

Employees who use, possess, buy, sell, manufacture, or dispense an illegal drug while on Company premises or while conducting Company-related duties (even when off Company premises) shall have their employment with the Company terminated. Visitors who use, possess, buy, sell, manufacture, or dispense an illegal drug while on Company premises will no longer be permitted to return to any Company premises. Law enforcement will be notified in either of these instances.

When reasonable suspicion exists that an employee is under or has been verified to be under the influence of drugs and/or alcohol the employee shall not be permitted to drive themselves home. Transportation shall be arranged to pickup the employee. If the employee refuses to take arranged transportation and proceeds to drive off the premises, law enforcement shall be notified.

Confidentiality

Information and records relating to test results (whether negative or positive), drug and alcohol dependencies, and legitimate medical explanations provided to the Medical Review Officer (MRO) shall be kept confidential to the extent required by law and regulation. Such records and information may be disclosed among direct/indirect managers and supervisors, Human Resources, and Federal Aviation Administration (FAA) officials on a need-to-know basis and may also be disclosed when relevant to a grievance, charge, claim, or other legal proceeding initiated by or on behalf of an employee or applicant.

Records

An entry will be made in the Company's Human Resources Information System, BambooHR, anytime a drug and/or alcohol test is performed for an employee. This entry contains limited information, including the date on which the test was performed and when the report was collected, test type, whether a FAA/DOT test, and result of the test. This entry will remain permanent throughout the length of employment and will be made available only to the employee, direct and indirect managers, along with Human Resources.

Employees with a job function status of safety sensitive will have their drug and alcohol test results returned to both the Company and the Company-approved Medical Review Officer (MRO) and Consortium. Testing records for safety sensitive employees will be kept for a minimum of two years following the test regardless of the result. Records will be available to the employee and the Drug and Alcohol Program Designated Employer Representative, but may also be viewed by Federal Aviation Administration (FAA) officials as necessary or may be used for legal proceedings when applicable by federal and/or state law.

Employees with a job function status of non safety-sensitive will have their drug and alcohol test results returned only to the Company. Testing records for Non Safety Sensitive employees that have a negative result will not be kept; testing records with positive results will be kept for one year after the test was performed or one year following the employee's termination date, whichever is longer. Records with positive results will be available to Human Resources and may be used for legal proceedings when applicable by federal and/or state law.

    Points of Contact

    Program Manager | Jesse Dowding, Human Resources Manager
    Address 6800 Camille Avenue, Oklahoma City, Oklahoma 73149
    Phone 1.405.670.6800; 804 | Fax 1.405.671.8055
    Email drug_abatement@dowaero.com | Web www.dowaero.com/contacthr

    Designated Employer Representative (DER) | Jesse Dowding, Human Resources Manager
    Address 6800 Camille Avenue, Oklahoma City, Oklahoma 73149
    Phone 1.405.670.6800; 804 | Fax 1.405.671.8055
    Email drug_abatement@dowaero.com | Web www.dowaero.com/contacthr

    Recordkeeping and Reporting | Human Resources
    Address 6800 Camille Avenue, Oklahoma City, Oklahoma 73149
    Phone 1.405.670.6800; 804 | Fax 1.405.671.8055
    Email drug_abatement@dowaero.com | Web www.dowaero.com/contacthr

    Training and Educational Records | Human Resources
    Address 6800 Camille Avenue, Oklahoma City, Oklahoma 73149
    Phone 1.405.670.6800; 804 | Fax 1.405.671.8055
    Email drug_abatement@dowaero.com | Web www.dowaero.com/contacthr

    Consortium | US Drug Test Centers
    Address 770 East Warm Springs Road Suite 225, Las Vegas, Nevada 89119
    Phone 1.866.566.0261 | Fax 1.702.921.9461
    Email info@usdrugtestcenters.com | Web www.usdrugtestcenters.com

    Medical Review Officer | David Nahin MD @ i3Screen
    Address 9501 Northfield Boulevard, Denver, Colorado 80238
    Phone 1.877.253.7366 | Fax 1.855.253.5666

    Collection Facilities

    Primary Breath Alcohol Testing Site | Accurate Safety Compliance
    Address 6620 South I-35 Service Road, Oklahoma City, Oklahoma 73149, United States
    Phone 1.405.759.3720 | Fax 1.405.759.3721
    Email info@accuratesafetyco.com | Web www.accuratesafetyco.com
    Hours Monday - Friday 7:30am through 5pm | 24 Hours On Call Service

    Primary Drug Testing Collection Site | Diagnostic Laboratory of Oklahoma - Crystal Park PSC
    Address 8100 South Walker Avenue, Building A, Suite 250, Oklahoma City, Oklahoma 73139
    Phone 1.405.632.2887 | Fax 1.405.632.9048
    Web www.dlolab.com/crystal-park-psc
    Hours Monday - Thursday 8:00am through 4:00pm | Friday 8:00am through 3:00pm

     


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