Drug-Free and Alcohol-Free Workplace

To help ensure a safe, healthy and productive work environment for our team members and others, to protect Organization property, and to ensure efficient operations, Southwest Care Center has adopted a policy of maintaining a workplace free of drugs and alcohol. This policy applies to all team members and other individuals who perform work for the Organization.

The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale, or distribution of controlled substances (including medical marijuana), drug paraphernalia, or alcohol by an individual anywhere on Organization premises, while on Organization business (whether or not on Organization premises) or while representing the Organization, is strictly prohibited. Team members and other individuals who work for the Organization also are prohibited from reporting to work or working while they are using or under the influence of alcohol or any controlled substances, which may impact the team member's ability to perform their job or otherwise pose safety concerns, except when the use is pursuant to a licensed medical practitioner's instructions and the licensed medical practitioner authorized the team member or individual to report to work. However, this exception does not extend any right to report to work under the influence of lawful recreational or medical marijuana or to use such as a defense to a positive drug test, to the extent the team member is subject to any drug testing requirement, except as permitted by and in accordance with applicable law.

Violation of this policy will result in disciplinary action, up to and including discharge.

The Organization maintains a policy of non-discrimination and will endeavor to make reasonable accommodations to assist individuals recovering from substance and alcohol dependencies, and those who have a medical history which reflects treatment for substance abuse conditions. However, team members may not request an accommodation to avoid discipline for a policy violation. We encourage team members to seek assistance before their substance abuse or alcohol misuse renders them unable to perform the essential functions of their jobs, or jeopardizes the health and safety of any Organization team member, including themselves.

Team members must notify the Organization within five (5) calendar days if they are convicted of a criminal drug violation in the workplace. Within ten (10) days of such notification or other actual notice, the Organization will advise the contracting agency of such conviction.

All team members are hereby advised that full compliance with the foregoing policy shall be a condition of employment at the Organization.

Any team member who violates the foregoing drug-free workplace policy described above  shall  be subject to discipline up to and including immediate discharge.

In the discretion of the Organization, any team member who violates the drug-free workplace policy may be required, in connection with or in lieu of disciplinary sanctions, to participate to the Organization's satisfaction in an approved drug assistance or rehabilitation program.

In order to maintain a drug-free workplace, the Organization has established a drug-free awareness program to educate team members on the dangers of drug abuse in the workplace, our drug-free workplace policy, the availability of any drug-free counseling, rehabilitation and team member assistance programs and the penalties that may be imposed for violations of our drug-free workplace policy. (Such education may include: (1) distribution of our drug-free workplace policy at the employment interview; (2) a discussion of our policy at the new team member orientation session; (3) distribution of a list of approved drug assistance agencies, organizations, and clinics; (4) distribution of published educational materials regarding the dangers of drug abuse; (5) reorientation of all involved team members in cases in which a drug-related accident or incident occurs; (6) inclusion of the policy in team member reference guides and any other personnel policy publications; (7) lectures or training by local drug abuse assistance experts; (8) discussion by the Organization's safety experts on the hazards associated with drug abuse; and (9) video tape presentations on the hazards of drug abuse.)

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Reporting Procedures When Team Member is Suspected Of Being Under the Influence

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