Drug & Alcohol Policy

Purpose

The purpose of this Drug & Alcohol Policy is to deter the misuse or abuse of legal or illegal substances that create a threat to the safety and health of any Onsite employee or member of the public. Onsite Private Security Inc. discourages alcohol and drug abuse and strives to achieve a work force free from the influence of drugs and alcohol.
 
Therefore, it is the policy of Onsite Private Security Inc. that the illegal use of drugs or misuse of alcohol is strictly prohibited.

 

General Guidelines

Employees of Onsite shall not consume alcohol and/or intoxicants in any manner while on-duty or in uniform. When off-duty, employees of the Onsite shall not drink intoxicating beverages to an extent that it will render one unfit when reporting to duty. Employees of the Department are strictly prohibited from using any narcotics, exhilarants, hypnotics, hallucinogens, toxic drugs or controlled substances that are unlawfully administered.
 
Security Officers with pending offers, and those employed with Onsite Private Security Inc. acknowledge and understand that testing may be performed:
– as random screenings.
– for pre-employment screenings.
– for reasonable suspicion 
– post accident/injury
Onsite uses Intermountain WorkMed for alcohol and drug testing services, which are conducted in full compliance with federal, state, and local regulations.

Definitions

ALCOHOL OR ALCOHOLIC BEVERAGES: The intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight alcohol, including methyl and isopropyl alcohol.
 
BREATH ALCOHOL TECHNICIAN (BAT): The Collection Site representative who will instruct and assist the employee in the alcohol testing process and operates the evidential breath-testing device.
 
CONFIRMATION TEST: In drug testing, a second analytical procedure to identify the presence of a specific drug or metabolite that is independent of the screening test and that uses a different technique and chemical principle from that of the screening test in
order to insure reliability and accuracy. In alcohol testing, a test done after the screening test is required when the BAC is over 0.02.
 
CONTROLLED SUBSTANCES: Any drug included in Schedules I through V, as defined by Section 802(6) of Title 21 of the United States Code (21 USC 802(6)), the possession of which is unlawful, including, but not limited to: cocaine, marijuana, barbiturates, amphetamines, morphine. The term does not include the use of prescribed drugs which have been legally obtained and are being used for the purpose for which they were prescribed.
 
DRUG: Any substance (other than alcohol) capable of altering the mood, perception, pain level or judgment of the individual consuming it.
 
ILLEGAL DRUG: Any drug or controlled substance, the sale possession or consumption of which is illegal.
 
PRESCRIBED DRUG: Any substance prescribed for the individual consuming it by a licensed medical practitioner.
 
RANKING SUPERVISOR: Any officer with the rank of (1)Operations Manager, (2)Supervisor or (3)Senior Officer, who is the employee’s immediate supervisor in the chain of command, or the CEO or his designee.
 
REASONABLE SUSPICION OF DRUG AND/OR ALCOHOL USE: The reasonable suspicion standard for drug testing of personnel is based upon a specific objective fact(s) and reasonable inferences drawn from that facts) in light of experience that the individual may be involved in the use of any illegally-used drug, controlled substance, or alcohol.
 
REFUSAL TO SUBMIT TO DRUG AND ALCOHOL TESTING: The refusal by a security officer to submit to a drug or alcohol screening test based on Onsite’s “Drug & Alcohol Use Policy” constitute insubordination and shall subject the employee to subsequent disciplinary action as outlined in Onsite’s Policies and Procedures.
 
PURCHASE OR POSSESSION OF DRUGS OR ALCOHOL ON-DUTY
Onsite employees shall not purchase or possess alcohol or other controlled substances/illegal drugs at work. Legal alcohol or prescription drug purchases should take place off-duty, and not in uniform.
Onsite employees shall not illegally manufacture any alcohol or illegal drugs at any time.
 
USE OF PRESCRIBED MEDICATIONS
No prescription drug shall be brought to any work location, up to and including company vehicles and contracted locations, by anyone other than the employee (or members of the employee’s immediate family) for whom the drug is prescribed by a licensed medical practitioner, and shall be used only in the manner, combination and quantity prescribed by the licensed medical practitioner.
 
ILLEGAL DRUGS
The illegal use of controlled substances at any time is strictly prohibited. The use or possession of an illegal drug or controlled substance by an employee, on or off duty, is cause for suspension or termination, and/or referral for criminal prosecution.
The sale, trade or delivery of illegal drugs or controlled substances by an employee, on or off duty, to another person is cause for suspension or termination, and/or referral for criminal prosecution.
 
EMPLOYEES SUBJECT TO TESTING & TYPES OF DRUGS TESTED FOR
All security officers employed by Onsite Private Security shall be subject to the alcohol and drug testing procedures detailed within the current collective bargaining agreement and within this policy. Drug testing will be administered to test for the presence following substances:
1. Marijuana (Carboxy – THC)
2. Cocaine (Benzoylecgonine)
3. Amphetamine/Methamphetamine
4. Opiates (Codeine/Morphine/Heroin)
5. Phencyclidine (PCP)
 
RANDOM TESTING
Random selection shall be performed based on region.
The selection process shall give each employee an equal chance of being selected each time a selection is made.
Each employee upon notification of selection for controlled substances testing shall proceed immediately to the designated testing site, barring extenuating circumstances.
All confirmed positive test results are confidential, unless required for disciplinary action, and shall be placed in the employee’s medical file.
 
DRUG TESTING PROCEDURES
All drug testing procedures will be done from urine specimens collected under highly controlled conditions of the contracted health care provider (Intermountain WorkMed)
 
REASONABLE SUSPICION DRUG/ALCOHOL TESTING
 
A. When a “reasonable suspicion” is determined, indicating that an employee is using illegal drugs/controlled substances and/or alcohol, that employee will be tested pursuant to the procedures set forth in this policy. If a supervisor has “reasonable suspicion” that an employee is under the influence of alcohol and/or illegal drugs/controlled substances, they shall immediately inform the employee of this preliminary determination and relieve said employee from duty without pay in order to protect said employee, fellow employees and the public from harm. Whenever possible, two supervisors should make the observation that leads to reasonable suspicion.
 
B. Circumstances which constitute a basis for determining reasonable suspicion may include, but are not limited to, the following:
  • Direct observation of drug and/or alcohol use;
  • The employee’s body shows evidence of drug use (e.g. track marks);
  • The employee is found to be in possession of any illegal drugs/controlled substances or alcohol on duty and outside their official capacity;
  • An unauthorized pattern of sick time usage;
  • Information which is provided by a reliable and credible source documented to Operations Manager.
  • The presence of signs of drug or alcohol use (e.g. odor of alcoholic beverage, glassy or blood shot eyes, slurred speech, poor coordination and/or reflexes etc.)

Any observation for controlled substances/drugs and/or alcohol, reasonable suspicion testing must be reported immediately to a supervisor.

C. Any employee who has a reasonable suspicion that his/her supervisor may be under the influence of illegal drugs/controlled substances and/or alcohol shall report such suspicion to the next supervisor in the chain of command, and if not available, to the highest-ranking supervisor on duty.
 
D. An employee or Supervisor who has a reasonable suspicion under this Policy shall report the basis for his/her reasonable suspicion to the Operations Manager, Supervisor or CEO. The CEO shall decide whether to direct the employee to testing. A memorandum detailing in writing the specific facts, signs or observations that formed the basis for their determination that reasonable suspicion existed to warrant the testing of the employee shall be prepared by the reporting supervisor and the Operations Manager, to be reviewed by the CEO.
 
F. Refusal on the part of the employee to cooperate fully with the content of this Policy shall constitute insubordination, with the employee subject to disciplinary action. The following actions may constitute a refusal to take a drug or alcohol test:
  • Blatant refusal to submit to the testing procedure or engaging in any conduct that clearly obstructs the testing process; including being unavailable for testing;
  • Failure to provide sufficient amount of urine for a drug test without a valid medical reason
  • Failure to provide necessary identification before submitting to test
  • Failure to remain available for such testing.
During normal business hours, specimen samples shall be collected at an Intermountain WorkMed location nearest to the residence of the officer.
If the officer is believed to be under the influence on-duty, it shall be the obligation of the company to arrange transportation for the employee to either the employee’s home or a medical facility. In no event shall the employee be permitted to operate a motor vehicle or leave a post or job-site unassisted.
 
G. At any time during the course of the inquiry, the employee shall enjoy the right to notify his/her attorney and have a representative present. Testing shall not await the arrival of an attorney, and the status of said attorney shall be only as an observer.
 
ALCOHOL TESTING PROCEDURES
A. Alcohol testing is done by testing breath, using a device called an Evidential Breath Testing Device (EBT). The EBT is a scientific instrument that determines the concentration of alcohol in the bloodstream by analyzing a specific amount of exhaled
breath. The test result is a number representing the blood alcohol concentration (BAC), which is expressed in grams of alcohol per 210 liters of breath. The EBT prints outnumbered copies of the test results. A BAC in excess of the statutory limit shall
constitute a violation of this policy.
 
Security Offices should not use foreign products or products sold over the internet.
Security Officer should be aware of hemp and/or CBD oils/produces sold over the counter in local stores and/or over the internet; these types of products may test positive for THC. It is the responsibility of the individual security officer to know what products they use, ingest, or take for maintaining health and fitness.
It is recommended that all security officers consult with a physical or medical provider before taking over-the-counter supplements/products as they may contain substances that can test positive on a drug screening.
The use of a masking agent designed to conceal the use of illegal drugs and/or alcohol to be tested is strictly prohibited.
The use of such an agent will be deemed a confirmed positive test.

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