Microsoft word - evergreen substance abuse policy.docx
To ensure a safe, healthful and productive work environment and to safeguard the well-being of all employees and company property, it is the policy of the company to prohibit strictly the use, sale, transfer or possession of alcohol, drugs or controlled substances while on the job or on any company property, and the reporting to work under the influence of alcohol, drugs or controlled substances.
While the company has no intention of intruding into the personal lives of its employees, it recognizes that alcohol and drug abuse, as well as personal problems, can be treated successfully and provides the Employee Assistance Program to assist affected employees and their dependents. The company's practice is to make help available to employees and to support them in solving these problems, provided job performance returns to and is maintained at acceptable levels.
B. Alcohol, Drugs and Controlled Substances
The use, sale or possession of alcohol*, drugs or controlled substances** while on the job or on company property and reporting to work under the influence of alcohol constitute grounds for disciplinary action up to and including discharge. Any suspected or identified illegal substances will be turned over to an appropriate law enforcement agency. Drugs which are illegal under federal, state or local laws include, among others, marijuana, cocaine, heroin, hashish, hallucinogens as well as depressants and stimulants not prescribed for current personal treatment by a licensed physician. * Alcoholic beverages authorized by the company for consumption on company premises are not included. ** A controlled substance is a drug regulated under the Controlled Substances Act of 1970 by the Drug Enforcement Agency. These drugs are grouped according to their potency and potential for abuse. Some examples of controlled substances are: pain killers (Codeine, Darvon, Fiorinal, Percodan); tranquilizers (Valium, Librium); muscle relaxants (Robaxin, Soma); and stimulants (Dexedrine, Benzedrine). While controlled substances are obtainable only on a physician's prescription, if at all, not all prescription
drugs are controlled substances within the meaning of this policy.
Employees undergoing prescribed medical treatment with a controlled substance should report this treatment to the facility health service or a member of management.
The company continues to reserve the right to conduct reasonable searches or inspections of employees' lockers, desks and personal belongings located on company premises and of their private vehicles when entering or leaving company premises or if parked on company property. Any employee who refuses to consent to a search or inspection may be subject to disciplinary action up to and including discharge.
E. Testing for Alcohol, Drugs or Controlled Substances
The company reserves the right to request that an employee consent to a test for the presence of alcohol, drugs, or controlled substances and to the release of such test results to the company. Any employee who refuses to consent when reasonably requested to do so may be subject to disciplinary action up to and including discharge.
The company reserves the right to undertake pre-employment drug testing at any of its facilities.
This policy applies to all employees unless superseded by collective bargaining agreements or federal, state or local statutes.
A. Evergreen Packaging is committed to the safety of our employees and to
being a good corporate citizen in the towns and communities in which we operate. As such, the driving of company vehicles while under the influence of alcohol is strictly prohibited. Any employee found guilty of violating this policy shall be subject to discipline, up to and including discharge.
B. During the course of our work, there may be times when an employee has
consumed alcohol during a company function, business meeting, etc. Employees should consider whether they are impaired and, if so, should seek alternate means of transportation. The company would prefer to reimburse for a cab fare (whether in a company vehicle or personal vehicle) than have an employee put themselves or others at risk by driving impaired.
24th Symposium of the Veterinary Comparative Respiratory Society in cooperation with the Friedrich-Loeffler-Institut (Germany) and the Study Group ‘Comparative Pathology and Pathophysiology of the Respiratory System’ of the German Veterinary Medical Society Respiratory Infections and Zoonoses Jena (Hotel Steigenberger Esplanade), Germany Saturday, 07 October 2006 10
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