COVERAGE AND AUTHORITY: The following is implemented as an administrative policy applicable to temporary employees of TrueBlue, Inc. and its family of brands to include: Labor Ready, Spartan Staffing, CLP, Centerline, PlaneTechs, Staff Management Solutions, SMX Cargo and Peoplescout.
POLICY STATEMENT: We strongly advocate and are committed to maintaining a safe, healthy, and efficient workplace. The Company takes this issue very seriously and it is important for employees to understand that this policy applies to everyone, without exception.
Drugs are defined as any substance other than food that alters the normal functions of the mind and body. This includes drugs such as alcohol, cocaine, metabolites, methadone, amphetamines, hallucinogens, phencyclidine (PCP), benzodiazepines, barbiturates, cannabinoid metabolites (marijuana), propoxyhene (darvon), Opiate derivatives (morphine, codeine, heroine), MDMA’s (ecstasy), methamphetamines (crank, speed), synthetic cannabinoids (spice, k2), mephedrone, MDPV (bath salts), and methylone. Please note, this list is not all inclusive. Any test showing a blood-alcohol level above .04 is also violation of this policy.
No employee is permitted to consume, possess, sell, transfer, or purchase alcohol, illegal drugs, narcotics or controlled substances, while on the job, in company vehicles, or on company property. Involvement in such activities constitutes grounds for disciplinary action, up to and including termination. Acceptable uses of drugs include non-performance affecting “over-the-counter” medications and substances other than marijuana that have been prescribed by a licensed physician. Any employee who is under prescribed medication but who may be in any way impaired by its side effects must report its use to management immediately.
The Company will not tolerate any employee who reports to work while impaired by, or is under the influence of alcoholic beverages or drugs (see section on Prescription Drug Use). Employees who work under the influence of a drug or alcohol are considered to be a threat to the safety of themselves, their coworkers, and the public. All employees have a duty to report any evidence or observation of alcohol or drug abuse to a supervisor immediately. Failure to report, especially in cases where the substance poses an immediate threat to that individual, his/her coworkers or the public, may result in disciplinary action for the non-reporting employee. Unless forbidden by state law, Managers have an obligation to immediately terminate employees who self-identify drug usage unless said employee is currently receiving rehabilitation where ADA may be applied.
This policy is intended to comply with all federal and state laws governing drug and alcohol testing.
We reserve the right to conduct searches of a person’s work space and property for suspicion of drugs and/or alcohol in the workplace.
The drug and/or alcohol screen may test for any substance which could impair an employee’s ability to effectively and safely perform the functions of his/her job, including, but not limited to: alcohol, cocaine, metabolites, methadone, amphetamines, hallucinogens, phencyclidine (PCP), benzodiazepines, barbiturates, marijuana (cannabinoid metabolites), propoxyhene, and opiate derivatives (morphine, codeine, heroine). Any test showing a blood-alcohol level above .04 is a violation of this policy.
PRE-EMPLOYMENT FOR CLP, SPARTAN AND CENTERLINE: All prospective employees must submit to a pre-employment drug test as a condition of employment. Prospective employees will only be asked to submit to a test once a conditional offer of employment has been extended. An offer of employment is conditioned on the prospective employee testing negative and having a background check that qualifies for employment. Any applicant who refuses to submit to a drug test as requested or tests positive will not be offered employment. Positive results or refusal to test are grounds for non-rehire status.
REASONABLE SUSPICION: If there is reason to suspect that an employee is working while under the influence of an illegal drug or alcohol, the employee will be transported to the local clinic for testing.
“Reasonable suspicion” is a belief based on objective facts sufficient to lead a reasonably prudent supervisor to suspect that an employee is under the influence of drugs or alcohol. Testing under this section should be based on documentable incidents, behavior and job performance indicating possible drug or alcohol use, and should not be based upon mere rumor, hearsay, or unsubstantiated accusations. Existence of reasonable suspicion may be based upon the totality of the circumstances and will normally include more than one factor or symptom.
When the supervisor of an employee or a member of management has reasonable cause to believe an employee is under the influence of alcohol or drugs, that employee may be ordered by his or her supervisor or by management to immediately submit to an alcohol and drug test. It is always recommended that a witness observe any behaviors to substantiate the suspicion. Employees should be transported to the collection site only by their supervisor or by a member of management. The employee will be suspended with pay until the results of the test are made available to management by the testing laboratory.
All positive results or refusal to take a drug and/or alcohol test may result in disciplinary action up to and including termination of employment.
All applicants and employees who test positive will be allowed the right to explain the positive result and may, at their own expense, have the confirmed positive test retested where applicable. All positive results will be held in the highest of confidence possible informing only those on a need to know basis.
RANDOM TESTING: The Company does not currently have a random drug testing program. Random drug testing is strictly forbidden in all states unless prior approval has been obtained from the Legal Department.
POST-ACCIDENT/INJURY TESTING: In the event an employee is involved in an accident, injury or non-injury during work hours involving themselves, other employees, Company vehicles, or other property, the employee shall notify his/her supervisor as soon as possible.
If the employee completes an injury report and seeks treatment, the employee’s supervisor should require the employee to submit to a drug and alcohol test at a location and by methods approved pursuant to this policy within 24 hours. In the event an employee causes injury to another employee, both parties may be drug tested. A positive final test will result in immediate termination in most states. Please refer to the appendix for those states. A positive final result may also affect your entitlement to a workers’ compensation as well as unemployment compensation.
REQUEST IN WRITING OR OPPORTUNITY TO REBUT: In the event that an employee has an issue with the final result being positive, they may request, in writing, the explanation of such result.
PRESCRIPTION DRUG USAGE: An employee should notify his/her supervisor and provide medication side effect information before beginning work, when taking any prescription or non-prescription medications or drugs which may interfere with the safe and effective performance of duties or operation equipment. This information should be sent to Human Resources to determine if the ADA (Americans with Disabilities Act) process should occur.
TAMPERING WITH A DRUG TEST: Any employee found switching, tampering, or altering any specimen or sample collected will be subject to disciplinary action, up to and including termination. Additionally, all tests that are rendered as diluted will be treated as a positive screen and may result in termination.