Page 110 - NWF November Updates

Definitions

a. Under the influence means that the employee is affected by a drug, by alcohol, or by
their combination in a detectable manner. The symptoms of influence are not

confined to those consistent with misbehavior nor to the obvious impairment of
physical or mental ability, such as slurred speech or difficulty in maintaining balance.
A determination of "influence" may be established by professional opinion, by a
scientifically valid test, or, in some cases involving alcohol, by a layperson's opinion.
b. Legal drug means prescribed drugs and over-the-counter drugs that have been
legally obtained and are being used for the purpose for which they were prescribed
or manufactured. Employees currently taking legal drugs under the supervision of a

physician or other licensed health care provider who believe that the use of such a
drug may present a health or safety risk should report such use to their supervisor.
c. Illegal drug means any drug that is not legally obtainable or that is legally obtainable
but has not been legally obtained, including prescribed drugs not legally obtained
and prescribed drugs not being used for their prescribed purposes.

Drug and Alcohol Screening

a. Pre-Employment Screening
Individuals who have applied for and been offered a position at any NWF location that
requires the operation or use of machinery or other equipment that may pose health or
safety risks if operated by a person under the influence of drugs or alcohol are required
to pass a pre-employment screening test to detect drug and alcohol use. NWF reserves

the right to require testing for positions should the nature of the duties involved
become health- or safety-sensitive. Offers of employment for these positions are
conditional both on the applicant's consenting to provide urine and/or blood samples
for testing at a federally certified laboratory selected by NWF and on the finding of
drug-free test results by the laboratory. NWF recognizes that all federally certified

drug-testing laboratories must comply with certain standards relating to employee
consent to testing, privacy, chain-of-custody procedures for specimens, confidentiality of
results, and reliability of testing procedures.
b. Screening of Current Employees

NWF may require a blood test, urinalysis, or other drug or alcohol screening of those
employees suspected of using or being under the influence of a drug or alcohol when

NWF reasonably perceives that circumstances or workplace conditions justify it, including
but not limited to situations in which health or safety risks are present. An employee's
consent to submit to such a test is required as a condition of employment and the

employee's refusal to consent may result in disciplinary action, including termination, for
a first refusal or any subsequent refusal.