Policies & Procedures

Drug-Free Workplace Policy

Drug-Free Workplace Policy

1. The Objective.
   The Federal Drug-Free Workplace Act requires federal contractors to establish and maintain a work environment free from the effects of drug use and abuse. Our goal is to prevent abuse or rehabilitate employees who abuse drugs or alcohol. However, violations of this policy may result in disciplinary action up to and including dismissal. See also Appendix B, Drug and Alcohol Policy Guidance.
2. Our Commitment
   Transition Projects recognizes that employee substance abuse poses a significant threat to our goals. Employee involvement with alcohol or other drugs can be very disruptive, can adversely affect the quality of work and employee performance, poses serious health risks to users and others, has a negative impact on productivity and morale, and seriously compromises the integrity of our client services.
3. Prohibited Behavior: It is a violation of our drug-free workplace policy to use, possess, sell and/or offer for trade or sale, or manufacture alcohol, illegal drugs, other intoxicants, or drug paraphernalia while in a duty status, or present at any Transition Projects premises or on call for work. This applies to any individual who is representing or conducting business for Transition Projects, is applying for a position, or is conducting business on any Transition Projects premises or on its behalf.
4. Assistance: We recognize that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees, our drug-free workplace policy:
   • Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.
   • Offers benefits-eligible employees and their family member’s assistance with alcohol and drug problems through the Employee Assistance Program (EAP).

   Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee.

5. Employee Responsibilities
   Employees are responsible for following all of our work and safety rules, and for observing the standards of behavior an employer, coworkers, and clients have the right to expect.
   
   Employees feeling that they may have a problem with alcohol or drugs are responsible for seeking assistance, whether through the agency or any other resource, before an alcohol or drug problem adversely affects work performance or results in a violation of this Policy.
   Continued employment of employees with substance abuse problems may be conditioned upon:
   • Entering into and completing a treatment program (including all follow-up recommendations) approved by the agency; and
   • Signing and living up to the terms of a “last-chance agreement” which may include a requirement that the employee submit to testing for subsequent alcohol or drug abuse. An employee who voluntarily seeks help before any work-related problems arise may or may not be required to enter into a performance agreement to maintain employment.
6. Recovering Employees
   A minimum of one year’s sobriety is required prior to the date of hire for people with a history of substance abuse.
7. Our Alcohol and Drug Rules
   The following rules apply to all employees of Transition Projects while at work. An employee who violates any one of them is subject to termination.
   1. Alcohol. An employee may not possess, use, transfer, offer or be under the influence of any intoxicating substance. This rule prohibits using any alcohol prior to reporting to work, during breaks or meal periods, or in conjunction with any other agency activities except social or business events where the agency has authorized the moderate consumption of alcoholic beverages.
      Drugs. An employee may not possess, use, transfer, offer, share, attempt to sell or obtain, manufacture, or be under the influence of any illegal drug, intoxicant, or substance. This rule prohibits having any drugs or substances present in the body or otherwise in an employee’s possession. Thus, an employee who tests positive for a non-prescribed drug or substance violates this rule. This rule does not apply to medically prescribed drugs utilized consistent with the prescriber’s instructions.
   2. “Drugs and substances” include legal and illegal drugs and substances, such as marijuana, cocaine, heroin, peyote, opium, amphetamines, designer drugs, and “controlled substances” (as defined in Schedules I-V of Section 202 of the Controlled Substances Act and the applicable regulations), as well as legal drugs which have been obtained or used illegally (for example, using drugs prescribed for someone else or for other than prescribed purposes).
   3. Alcohol Containers and Drug Paraphernalia. An employee may not possess alcohol containers (cans, bottles, etc.) or drug paraphernalia. “Drug paraphernalia” means equipment, products and materials of any kind which are marketed, designed for use, or used in connection with anything from the planting to the manufacturing, packaging, selling, concealing or introducing into the body any illegal drug.
   4. Alcohol- and Drug-Related Arrests and Convictions. An employee must notify the Human Resources Director of any conviction, guilty or no-contest plea, or forfeiture of bond or bail under any criminal drug law within five days of the event so we can review the circumstances to see whether we feel a violation of this policy has occurred. We are also required by law to report all work-related drug convictions to the federal government. A citation, arrest or conviction may result in the Agency requesting that the employee sign a performance agreement as a condition of continued employment. The Agency may also apply disciplinary action or require participation in a treatment program.
   5. Vehicle Use. If an employee’s job involves driving any vehicle on agency business, the employee must notify the Human Resources Director of any alcohol- and/or drug-related citation, arrest or conviction involving driving.
   6. Criminal Conduct. An employee may not engage in any form of criminal conduct connected with alcohol or drugs. We may report any form of suspected criminal conduct to appropriate law enforcement agencies and may request their assistance whenever we believe it appropriate.
   7. Legal Drugs/Prescriptions/Over-the-Counter Medications. The use of any substance, legal or illegal, can adversely affect an employee’s work performance and safety. Often, employees can safely perform their jobs while taking prescribed drugs and over-the-counter medications. However, we expect employees who are using prescription drugs that might impair or alter behavior or motor function to inform their supervisor in advance so that we can ensure the safety of the employee, coworkers, clients and/or members of the public.
      The misuse of legal prescriptions is a common form of drug abuse. We expect employees to only use medicine that has been prescribed for them, to follow the prescriber’s instructions, and to keep the medication in its original container (or have a copy of the prescription in their possession). The container or prescription must identify the drug, the date of the prescription, and the prescriber’s name. Over-the-counter medications must be kept in their original containers.
8. Situations Not Covered by Policy.
   Situations will arise which are not specifically covered by this policy and these guidelines (for example, situations involving employees who have been charged, convicted, pled no contest or forfeited bond or bail, to drug-related charges). We will deal with them on a case by case basis taking into account such things as the nature of the situation or problem, the potential impact on coworkers and our Alcohol and Drug Policy, the employee’s prior employment record and job assignments, and the potential impact on production, safety and customer or public perceptions of the agency.

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