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a. Reasonable Suspicion. Reasonable suspicion may exist when an individual
exhibits signs or symptoms of substance abuse or when an unexplained
decline in work performance occurs. Behavior which may establish
reasonable suspicion includes, but is not limited to, the following:

1) observed or suspected use, possession or distribution of prohibited
drugs or alcohol in violation of this policy;
2) appearing to be under the influence of drugs or alcohol or unable to
perform regular duties in a safe and proficient manner;
3) an unexplained change in temperament, speech, physical or mental
condition, energy level, or appearance;
4) a significant, unexplained decrease in the quality or quantity of work
produced;
5) other recurring or serious problems with job performance, attendance
or behavior where no other verifiable basis for such problem exists; or
6) unsafe conduct, whether or not it results in injury or property damage.

b. Accidents Involving Injury or Damage to Molzen Corbin’s Property. If an
employee is involved in an on-the-job accident which results in either injury
to the employee or another individual requiring medical attention, or in
damage to Molzen Corbin’s property or to a third-party’s property, the
employee may be required to pass a drug and alcohol test.

c. Random Testing. Molzen Corbin may conduct random testing of
employees pursuant to a random testing program administered by Molzen
Corbin’s designated drug testing laboratory.

3. Prohibited Drugs. Prohibited drugs are defined to include:

 Controlled substances including, but not limited to Schedule I and
Schedule II substances, which include amphetamines, barbiturates,
benzodiazepines, cannabinoids (marijuana), cocaine, phencyclidine (PCP),
propoxyphene, methadone, opiates, and methaqualone;

 Prescription drugs that have not been specifically prescribed by a licensed
physician, prescribed for the employee, or are not being used for or in the
manner prescribed; or

 Over-the-counter medications that are not being used for or in the manner
recommended.

4. Testing Location and Procedures. Applicants and employees requested to
submit to drug or alcohol testing will be required to provide a specimen at a

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“Nothing in this guidebook changes the “at-will” nature of employment with Molzen Corbin. This guidebook is not an exhaustive statement of all rights and
responsibilities of Molzen Corbin employees. Employees are directed to ask Human Resources for additional information about matters addressed in this
guidebook. Furthermore, nothing in this guidebook shall prohibit or is intended to interfere with the exercise of Employee rights under Section 7 of the
National Labor Relations.