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4.10 Does SEKO allow Drugs or 4.11 Will SEKO verify the
Alcohol in the Workplace? information in your Employment
SEKO is committed to programs that promote Application? Will SEKO respond to
safety in the workplace and employee health and Reference Checks about you?
well-being. Employee involvement with drugs and
alcohol can adversely affect job performance and SEKO relies upon the accuracy of information
employee morale - and jeopardize employee safety. contained in the employment application, as well
It is our goal to establish and maintain a healthy as the accuracy of other data presented throughout
and efficient work force free from the effects of the hiring process to make employment decisions
drug and alcohol abuse. and to help ensure compliance with applicable
employment laws. Any misrepresentations,
USE, POSSESSION, TRANSPORTATION, falsifications, or material omissions in any of this
SALE, DISTRIBUTION information or data may result in SEKO’s exclusion
of the individual from further consideration of
The use, possession, sale, transportation, or employment or, if the person has been hired,
distribution of any controlled or illegal substance termination of employment.
or alcohol (except for alcohol served at business
social events consumed within the legal limits for the All employment candidates, by filling out and
operation of a motor vehicle) by any employee while signing the employment application, authorize
on SEKO property, or while conducting SEKO business SEKO to confirm the accuracy of information
off SEKO property, is cause for disciplinary action.
contained in the employment application and the
accuracy of other data presented throughout the
TESTING FOR DRUGS OR ALCOHOL
employment process.
SEKO requires a pre-employment drug test for all
job applicants and, upon reasonable suspicion of SEKO does not respond to oral requests for
drug or alcohol use, an employee may immediately references. All requests should be made in
be required to submit to blood or urine tests, or to writing and forwarded to the Human Resources
other diagnostic tests to detect alcohol or drugs Department. For former employees, SEKO will
in his or her system. Any employee who refuses confirm that the individual worked for SEKO, his
to submit to testing under these circumstances or her title and the dates of his/her employment
shall be subject to disciplinary action. and, with the employee’s permission, the
employee’s salary history. Please do not, under
REPORTING CONVICTIONS any circumstances, respond to a reference request
Employees must, as a condition of employment, regarding another employee at any time, regardless
abide by the terms of the above policy, and report of your position at SEKO.
any conviction under a criminal drug statute for
violations occurring on or off SEKO property while
conducting SEKO business. A report of a conviction
must be made within five (5) days after the conviction.
This requirement is mandated by the Drug-Free
Workplace Act of 1988.

EMPLOYEE ASSISTANCE PROGRAM
SEKO encourages any employee with a drug or
alcohol problem to contact his or her manager or
the Human Resources Department. SEKO will, at
the employee’s request, refer him or her for
professional assistance. All communications will
be kept as confidential as possible. Employees will not
be subject to discipline for voluntarily acknowledging
a drug or alcohol problem prior to detection.

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