Page 16 - The Piper Associate Handbook - August 2015

The Piper
Associate Handbook
Reasonable Cause: Drug testing may be required whenever, in the sole judgment of management, Reasonable Cause exists that the associate is under the influence or impaired. An Observed Behavior Checklist must be completed by at least two management-level associates, independently of each other, to verify the basis for a Reasonable Cause drug test.
Post-Accident: An associate who sustains a workplace or work-related accident or injury, either on Company premises or off-site while conducting Company business, or who contributed to a workplace accident or caused someone to get hurt at work, may be required to submit to a drug test when the circumstances of the accident or injury suggest that drug or alcohol use could have had an effect on the associate’s behavior and/or was a cause of the accident or injury. Further, associates who drive Company vehicles may be required to submit to drug testing after a motor vehicle accident.
Miscellaneous. The Company reserves its right to conduct any other type of drug testing that it may deem appropriate, where authorized under applicable state and/or federal law.
Information regarding substance abuse testing results is confidential. Unless otherwise consented to by the associate or required by state or federal law, the Company will not release test results. Applicants and associates shall have the right to obtain his/her test results and may consult with the testing laboratory for technical information regarding his/her test result. Associates with a confirmed positive test result may, at their option and expense, request that a second confirmation test on the same specimen by another approved laboratory.
ANTI-HARRASSMENT & BULLYING
The Piper is committed to providing a workplace free of discrimination, harassment and bullying based on sex, race, color, religion, national origin, ancestry, age, disability, genetic information, veteran status or other protected status. Offensive, harassing and bullying behavior based on these protected characteristics will not be tolerated and associates who violate this policy will be subject to discipline up to and including termination. The Piper is also committed to promptly investigating all complaints of harassment and will not tolerate retaliation against Associates who complain of harassment.
Definitions and Prohibited Conduct
For purposes of this policy, “Harassment” means unwelcome or persistent conduct of a verbal, physical, written or visual nature that is based upon a protected class and creates an intimidating, offensive, or hostile working environment or that unreasonably interferes with an individual’s work performance. Examples of Harassment may include physically touching an associate in an offensive manner; making suggestive or derogatory comments about an associate’s legally protected status (such as racial slurs or ethnic jokes); name calling; displaying derogatory magazines, posters or cartoons based on an individual’s protected status; or other similar conduct. Harassment may include conduct perpetrated between individuals of the same gender, race or other protected class.
The Company strictly forbids any and all forms of retaliation against associates who report Harassment, oppose or object to Harassment or who participate in internal or external investigations of Harassment. No associate shall retaliate against, coerce, intimidate, threaten, harass or interfere with an individual who has exercised his/her rights under this policy or under state/federal law.
Complaint and Reporting Procedure
Any person who feels that he/she has been subjected to Harassment, who is aware of an incident or conduct prohibited under this policy or who feels that he/she has been retaliated against for reporting or opposing Harassment, is encouraged to report the issue promptly to the associate’s team leader, department manager, Community Leader, the Human Resources representative, or to any other member of management with whom the associate feels comfortable. The Company emphasizes that an associate is
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