Page 7 - Microsoft Word - Doc804-Drug&Alcohol Abuse Policy

a) Within 24 hours following an employee’s involvement with an accident or an incident
resulting in injury to any employee while on HEPACO’s premises or while working for
HEPACO;

b) Any employee who is seriously injured and cannot provide a specimen at the time of the
accident shall provide the necessary authorization for obtaining hospital records and other
documents that would indicate whether there were any controlled substances in the
employee’s system; and

c) Following HEPACO’s adoption of other conditions which require such testing.
Employees may be informed of these other conditions and HEPACO’s intent to require
such testing before testing is conducted.

Any employee who either tests positive or refuses to cooperate with the procedures will
be subject to disciplinary action up to and including discharge. Further, employees who
are injured on the job and who test positive may not be entitled to worker’s compensation
benefits.
**Reminder** As set forth in HEPACO’s general policies, all employees who
witness or are involved in any accident or any incident leading to injury must
immediately report the accident or incident to a member of management. Any failure to
make such a report will result in disciplinary action up to and including discharge.

4) Random Testing: Subject to applicable law, HEPACO reserves the right to require its
employees to present themselves for random, unannounced testing.

HEPACO will adopt an objective procedure to randomly select employees to be tested. Upon
anonymous selection, HEPACO will notify the employee(s) to report immediately for drug
testing. HEPACO solely determines the time and frequency of random drug tests. An
employee could be randomly selected for testing more than once a year. Any employee who
either tests positive or refuses to cooperate with the procedures will be subject to disciplinary
action up to and including discharge.

5) Fitness for Duty: Subject to applicable law, employees who are rehired or return to work
may be required, following a layoff, extended vacation or leave of absence of one (1) year or
longer, to test negative prior to returning to work.
6) Other Testing Program: Employees may be required to submit to drug testing when
required by federal, state or local law or regulation or by contractual obligation not otherwise
anticipated by the provisions of this policy. In the event that other drug testing is required,
every effort will be made to coordinate new testing requirements with HEPACO’s other drug
testing provisions.

7) Refusal to Cooperate: An employee refusing to sign a release or submit to drug or
alcohol testing normally will be terminated.

Document No. 804: Drug and Alcohol Abuse Policy
Revised December 2000 Page 4