Page 111 - NWF November Updates

Use, Possession, or Sale of Drugs or Alcohol on NWF Property

a. Alcohol

Performing your regular job responsibilities, being on NWF property, or otherwise
carrying on NWF business while under the influence of alcohol is prohibited if such use
or influence affects your safety or that of your co-workers or members of the public,
your job performance, or your ability to safely and efficiently operate NWF's equipment
or facilities. Except as approved in advance by an NWF office director, consumption of

alcohol on NWF premises is prohibited.
b. Legal Drugs
Except as provided below, using or being under the influence of any legally obtained
drug while you are performing your regular job responsibilities, while you are on NWF
property, or while you are otherwise carrying on NWF business is prohibited to the
extent that such use or influence affects your safety or that of your co-workers or
members of the public, your job performance, or your ability to safely and efficiently

operate NWF's equipment or facilities.
c. Illegal Drugs
Possessing, using, selling, purchasing, transferring, or distributing an illegal drug while
you are performing your regular job responsibilities, while you are on NWF property, or
while you are otherwise carrying on NWF business is prohibited. The presence of any

detectable amount of any illegal drug in an employee while performing their regular
job responsibilities, while on NWF property, or while otherwise carrying on NWF
business is also prohibited.
d. Notification
An employee must notify NWF, in writing, of his or her conviction for a violation of a
criminal drug statute occurring in the workplace no later than five (5) calendar days
after such conviction.

Disciplinary Action
Violation of this policy can result in disciplinary action, up to and including termination, even
for a first offense.

Searches
Searches of employees and their personal property located in NWF's facilities or on its

premises, including but not limited to personal property stored in lockers or desks provided
by NWF, may be conducted when there is reasonable suspicion to believe that an employee
or employees are in violation of this policy. An employee's consent to a search under these
circumstances is required as a condition of employment and a refusal to consent may result in
disciplinary action, up to and including termination, even for a first refusal. Searches of
property, equipment, facilities owned, leased, or controlled by NWF may be conducted at any

time and do not have to be based on reasonable suspicion.