Drug Testing

Jones Fuel Co. is committed to providing a safe, efficient, and productive work environment for all employees. Using or being under the influence of drugs or alcohol on the job may pose serious safety and health risks. To help ensure a safe and healthful working environment, job applicants and employees will be asked to provide body substance samples (such as urine and/or blood) to determine the illicit or illegal use of drugs and alcohol. Refusal to submit to drug testing will result in disciplinary action, up to and including termination of employment.

We are required by the Ohio Department of Transportation (ODOT) to have every CDL licensed driver enrolled in a random drug/alcohol program. When selected, drivers must be tested within the time limits specified to comply with this program. Any refusal to submit to the test when asked, or any positive drug/alcohol test result, will result in your immediate suspension.

The Employee Assistance Program (EAP) provides confidential counseling and referral services to employees for assistance with such problems as drug and/or alcohol abuse or addiction. It is the employee's responsibility to seek assistance from the EAP prior to reaching a point where his or her judgment, performance, or behavior has led to imminent disciplinary action. Participation in the EAP after the disciplinary process has begun may not preclude disciplinary action, up to and including termination of employment.

Below, is our Drug/Alcohol testing policy. Employees will be asked to sign an acknowledgement form indicating that they have received a copy of the drug testing policy. Questions concerning this policy or its administration should be directed to the Personnel Director.

Substance Abuse

a. The term "drug" means any chemical substance that produces physical, mental, emotional or behavioral change, including, without limitation, cocaine, heroin, crack, marijuana (cannabis), amphetamines or barbiturates.

b. Pre-employment procedure. Jones Fuel will require all applicants for employment or re-employment to submit to an examination by a physician and/or medical testing laboratory, which may include testing the employee's bodily fluids as reasonably required to determine whether any alcohol, drugs, or other substances are present. Should the results of such a test be positive, indicating the presence of such substances, this will constitute grounds for disqualification from present employment consideration. The applicant may re-apply if able to subsequently demonstrate that a successful and bona fide rehabilitation program has been undertaken. This rehabilitation program shall be at the expense of the applicant seeking employment.

c. Post-employment procedure.

1. Being under the influence of drugs or alcohol and/or the use, possession, transfer, or sale of alcohol or drugs on Company premises are grounds for discharge. First offenders shall be suspended during which they must enroll themselves in a chemical dependency treatment program, the successful completion of which shall be a condition of continued employment; provided, however, that any first offender who: (a) commits an otherwise dischargeable offense; (b) causes injury or significant property damage; or (c) possesses or sells illegal drugs shall be immediately discharged. Any failure to attend treatment sessions or observe all requirements of the treatment program (including abstinence) shall be grounds for termination. Any first offender shall be subject to random testing for 12 months. Any second offense within 24 months of the first offense shall result in immediate discharge.

2. Any employee who appears to be under the influence of drugs or alcohol shall be subject to a drug/alcohol test to be conducted or confirmed by an independent laboratory by means of breathalizer, urinalysis, or other commonly utilized tests. Any attempt to hinder or delay, or any refusal to take, such test shall be deemed an offense for purposes of Paragraph c.1. of this section.

3. If there is reason to suspect drug or alcohol possession, use or sale, an employee's vehicle, locker, personal effects, work area, or any container brought on premises shall be subject to inspection. Any attempt to hinder or any refusal to permit such inspection shall be deemed an offense for purposes of Paragraph c.1. of this section.

4. The employer reserves the right to implement periodic or random testing of all employees if required pursuant to federal, state or local laws or regulation.

5. An employee who is convicted or pleads guilty to any drug related offense in connection with operation of a motor vehicle shall be suspended from service pending successful completion of a chemical dependency treatment program set out in Paragraph c.1. of this section.

7. An employee who is attending the chemical dependency treatment program shall be treated as if on a leave of absence from the company. The Employer shall process all employee substance abuse treatment program costs through its insurance program. The employee shall be responsible for all costs not borne by insurance.

7. All employees who must use a prescription drug that may cause adverse side-effects. (e.g., drowsiness or impaired reflexes or reaction time) must inform their supervisor that they are taking such medication, its possible side effects, and the expected duration of use. If prescription drug use could cause performance or safety problems, the employee may be granted sick leave.

Policy No.  714  Effective Date:  3/4/2002  Revision Date:  2/15/2002