Page 17 - Cliffs Employee Handbook - Jan-2019_Neat

Any instances or threats of violence will be taken seriously and must be reported to the
employee's manager immediately. Any employee who has been threatened with
serious bodily injury or property harm must notify Cliff’s Amusement Park of the threat.
This includes threats from outside personal relationships. No adverse employment
actions will take place against the employee. Cliff’s Amusement Park will review each
reported threat or instance of violence and will take further precautions to maintain the
safety of the workplace as necessary.

Cliff’s Amusement Park will promptly investigate all reports of threats and may suspend
employees, with or without pay, pending investigation to protect the safety of the
workplace.

After investigations have been completed, anyone determined to be responsible for a
threat of violence, actual act of violence, or other dangerous action will be terminated.

Drugs and Alcohol
The possession or use of illegal substances, the abuse of prescription or over-the-counter
medications, and the abuse of alcohol on the job is prohibited. Cliff’s Amusement Park is
a drug and alcohol free workplace and strictly prohibits:

1. The possession, use, sale, and/or distribution of illicit drugs and/or alcohol.
2. Reporting to work under the influence of, or in possession of, drugs or alcohol
(including the abuse of prescription or over-the-counter medications).
When an employee is using prescription or over-the-counter medications, it is the
employee’s responsibility to ensure that the medications being taken will not impair their
ability to work in a safe manner. If the medication will impair the employee’s ability to work
safely, the employee shall immediately inform their supervisor. The employee may be
required to provide a return to work recommendation from a health care professional
stating that the medication will not impair the individual’s ability to work in a safe manner.

Cliff’s Amusement Park may preform drug and alcohol tests for any reason, at any time,
including the following: pre-employment, post-accident, reasonable suspicion, follow-up
and random. A drug and alcohol test will automatically be performed following a
workplace accident situation and when employees move in to supervisory roles.

Any employee who refuses to submit, knowingly avoids or makes themselves unavailable
for a drug or alcohol test will be treated as having failed the test and will be terminated.
In the event that an employee fails a drug or alcohol test but the employee believes that
the testing is showing an incorrect result, the employee shall have the right, at their own
expense, to request a second drug test of the same sample that was originally given. If
the second test of the original sample negates the first test, the company shall reimburse
the employee for the cost of the second test. However, if the second test of the same
sample confirms the original test, then all provisions of this statement of policy shall apply.

Violations of this policy may result in immediate termination of employment.

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