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DRUG FREE WORKPLACE POLICY

We are committed to providing employees with a safe and productive, substance-free work
environment. Appropriate disciplinary action will be taken, up to and including termination, for
any violations of this policy, including those described below:

 Use, possession, manufacture, distribution, dispensing, concealment, or sale of narcotics
or other illegal drugs, alcohol, or prescription medication without a prescription while
on company/client premises, on company/client time, or while performing on
assignment is prohibited.
• Being under the influence of alcohol or having a controlled substance or illegal drug in
one’s system while on company/client premises, and/or while performing
company/client business, and/or during working hours is prohibited.
• Use of narcotics or other illegal drugs, alcohol, or prescription medication without a

prescription off of company premises that adversely affects the employee’s work
performance, their own safety, or that of others at work, or the company’s regard or

reputation in the community is prohibited.
 Use, possession and sale of marijuana is illegal under federal law and is therefore
prohibited on the premises of Checks and Balances, Inc., its clients, or any other locations
where you are required to work. Use or possession of marijuana while performing
company/client business is a violation of our policy even when state law does not regard
it as a criminal offence.

From time to time, we and/or our clients will require that a drug and/or alcohol test be
performed and “passed” as a requirement for the assignment. In addition, employees will be

subject to testing for the presence of drugs and/or alcohol based on a reasonable cause
observation as well as within 24-hours following a work-related accident or incident, and may
be subject to random testing depending on their assignment.

You may refuse to consent to substance abuse testing, with the understanding that refusal to
do so will result disciplinary action up to and including termination of employment.

You must notify the Human Resource Service Team of any conviction, felony or misdemeanor,
under any criminal drug statute no later than five (5) days after such conviction. We will notify
appropriate government contracting authorities within ten (10) days after receiving notice of
conviction for a violation that occurred in the workplace.

As with other sensitive personnel matters, all issues, discussions, outcomes, and actions will be
held in confidence except where disclosure is required by law and except where a positive test

results in termination of an assignment and the client requires notice.
Checks and Balances, Inc. 28 1/2017

Disclaimer: This Handbook contains internal confidential propriety information. The policies can change at any time, for any
reason, without warning.