Drug and Alcohol Policy

Policy Statement

Acertiv is committed to maintaining a safe, healthy, and productive work environment for all employees. The use of drugs and alcohol in the workplace can impair performance, create safety hazards, and negatively affect the overall work environment. Therefore, this Drug and Alcohol Policy establishes clear rules and expectations regarding substance use and abuse.

Purpose

The purpose of this policy is to ensure a workplace free from the effects of drugs and alcohol, outline procedures for testing, and specify consequences for violations of the policy.

Scope

This policy applies to all employees, contractors, and temporary workers at Acertiv, during working hours and in any work-related context, including company events and travel.

Policy Guidelines

1. Prohibited Conduct

• Substance Use: The use, possession, distribution, or sale of illegal drugs or alcohol on company premises or during working hours is strictly prohibited.
• Impairment: Employees must not report to work or perform duties while impaired by drugs or alcohol.

2. Testing Procedures

2.1 Types of Testing

• • Random Testing: Employees may be subject to random drug and alcohol testing to deter substance abuse and promote a safe work environment.
  • Post-Incident Testing: Testing will be conducted following any workplace incident that results in injury, property damage, or a near miss to determine if drugs or alcohol were a contributing factor.
  • Reasonable Suspicion Testing: If a supervisor observes behaviors or symptoms that suggest an employee may be under the influence of drugs or alcohol, a reasonable suspicion test may be conducted.

2.2 Testing Process

• • Notification: Employees selected for testing will be notified and instructed on the testing process.
  • Confidentiality: All testing results and related information will be treated confidentially and shared only with authorized personnel.

3. Consequences for Violations

3.1 Disciplinary Actions

• • First Violation: Employees found in violation of this policy may face disciplinary action, which may include suspension or mandatory participation in a rehabilitation program.
  • Subsequent Violations: A second violation may result in termination of employment.
  • Refusal to Test: Refusal to submit to a drug or alcohol test will be treated as a violation of this policy and may result in disciplinary action, up to and including termination.

3.2 Rehabilitation

• • Support Programs: Acertiv encourages employees with substance abuse problems to seek help. Employees may access support services, including counseling and rehabilitation programs, without fear of retaliation.
  • Return-to-Work Agreement: Employees returning from rehabilitation may be required to sign a return-to-work agreement, which may include additional monitoring and testing.

4. Employee Responsibilities

• Self-Reporting: Employees who are undergoing treatment for substance abuse are encouraged to self-report to Human Resources before returning to work.
• Awareness: Employees are responsible for understanding the risks associated with substance use and the implications of this policy.

5. Policy Review and Communication

• Regular Review: This policy will be reviewed annually and updated as necessary to ensure compliance with applicable laws and regulations.
• Training and Awareness: All employees will receive training on this policy, including the importance of maintaining a drug- and alcohol-free workplace.