Policy & Procedure: Drug & Alcohol
Pertains to:
• Corporate Employees
• Field Employees
• HR Department: Administration
Also Known as: Substance Abuse Policy, Fit for Duty, Reasonable Suspicion
Attachment: Fit for Duty Report
Objective:
In compliance with the Drug-Free Workplace Act of 1988, SASR Workforce Solutions (“the company”/SASR,)
has a longstanding commitment to provide a safe, quality-oriented, and productive work environment. Alcohol
and drug misuse poses a threat to the health and safety of SASR’s employees and to the security of the
company’s equipment and facilities. In order to work at the company, employees are expected to be fit for duty,
meaning they are able to support their essential job functions without posing a direct threat to themselves and
others. These procedures and the associated policy describe the circumstances in which SASR may evaluate
an Employees Fitness for Duty, provide the procedures for these evaluations and safeguard Employee privacy
related to those evaluations.
Purpose:
Drug and alcohol abuse contributes to billions of dollars of lost productivity and thousands of workplace injuries
every year. Our policy is to employ a work force free from alcohol abuse and the use of illegal drugs. SASR
Workforce Solutions absolutely prohibits alcohol and non-prescription drug use while working. The use, sale or
possession of alcohol or drugs while on the job or on company property will result in disciplinary action, up to
and including termination. Employees are expected to show up to work on time and in the appropriate physical
and mental condition.
Fit for Duty
SASR reserves the right to demand a drug or alcohol test of any employee based upon reasonable suspicion.
Reasonable suspicion includes, but is not limited to, physical evidence of use, involvement in an accident or
substantial drop off in work. If an employee or other vendor, worker of community member observes behavior
or learns information that suggest an employee is not fit for duty, it should be reported to that person’s
manager. If an employee is concerned their own manager is not fit for duty, the employee should report the
behavior to the next level manager or directly to employee relations at
employeerelations@sasrlink.com
If an employee believes they are not fit for duty, they should discuss their concerns with their manager or may
request to meet with member of Human Resources through
employeerelations@sasrlink.com
Reporting
All employees must report any conviction under criminal drug statutes for violation occurring on or off SASR’s
premises while conducting company business. A report of the conviction must be made within 7 days after the
condition.
Employee Assistance
SASR will make every effort to assist its employees who wish to seek treatment or rehabilitation for drug or
alcohol abuse and dependency. Conscientious efforts to seek such help will not jeopardize any employee’s
job and will not be noted in any personnel record. Employees will be allowed to use any accrued paid time off or state sick pay, if applicable, placed on leaves of absences, referred to treatment providers and otherwise
accommodated as required by law.
Employees may be required to document they are successfully following a prescribed drug treatment plan and
to take and pass follow up tests if they hold jobs that are safety sensitive or requiring driving, or if they have
violated this policy previously.
Once a drug test has been submitted for Reasonable Suspicion (See Guidelines for Making Reasonable
Suspicion Determinations,) unless otherwise required by the Family and Medical Leave Act or the Americans
with Disabilities Act, the employee will have forfeited their opportunity for a leave of absence for treatment, and
will face possible discipline, up to and including discharge.
Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This
policy does not prohibit employees from the lawful use and possession of prescribed medications, however it is
the employee’s responsibility to consult with their doctors about the medication’s effects on their fitness for duty
and ability to work safely, and they must promptly disclose any work restrictions to their supervisor.
Process:
1. When employees are present or operating as a SASR employee on employee or client property,
employees are prohibited from:
a. Using, buying, possessing, selling, manufacturing, or dispensing any illegal or non-prescribed
drug. This includes drug paraphernalia.
b. Being under the influence of alcohol or an illegal drug.
c. Possessing or consuming alcohol unless a company sanctioned event where alcohol is served.
See Drinking at Work Policy which defines standards for these events.
2. The presence of any detectable amount of any illegal drug or controlled substance or alcohol in an
employee’s body system, while performing company business or while in a company or client’s facility
is prohibited.
3. SASR will also not allow employees to perform their duties while taking prescribed drugs that are
adversely affecting their ability to perform their job duties safely and effectively. Employees taking a
prescribed medication must carry it in a container labeled by a licensed pharmacist or be prepared to
produce the container if asked.
4. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency
and may result in criminal prosecution.
Pre-Employment Testing
There are specific projects and clients who require a drug test before beginning work or receiving an offer of
employment. Refusal to submit to a testing will result in disqualification from working on those specific
projects.
Reasonable Suspicion
Employees can be subject to testing, based on, but not limited to observations of apparent workplace use,
possession or impairment seen by at least two members of management, or one member of management and
one member of Human Resources.
When reasonable suspicion is warranted, management and HR will follow the “Guidelines for Making
Reasonable Suspicion Determinations” and will have employees tested for alcohol within two hours of an event
and twenty-four hours for reasonable suspicion of drugs. Refusal by an employee will be treated as a positive
drug test and or/alcohol test and can result in immediate termination of employment.
Guidelines for Reasonable Suspicion Determinations
1. Receiving a concern: You do not want to send an employee for testing based on hearsay or gossip or
based off of time outside of work. The employee must be fully engaged in work.
2. Two manager level employees should follow the guidelines for a Fit for Duty Observation Report. If
only one manager is available, they will combine all steps.
a. Immediately upon notice, go to the employee’s work area for firsthand observation.
b. The first manager should observe from afar while the second manager talks to the employee
directly to observe the smell of alcohol, eye dilation, slurred speech and/or other indicators.
c. The second manager should confirm initial suspicions before moving forward.
d. If impairment is observed by both parties: remove the employee from safety sensitive duties
and/or public areas to a private space.
e. Follow steps for Drug or Alcohol Testing. Note: A “Fit for Duty Observation Report” must
accompany any drug or alcohol testing.
i. If an employee refuses to test for drugs or alcohol with strong evidence on the Fit for
Duty Observation Report, the refusal will be treated as a positive drug/alcohol test and
can result in immediate termination of the employee.
Below are some examples of reasonable suspicion: the Fit for Duty Observation Report has a thorough list.
Direct Observation:
• Witness the employee using drugs and/or alcohol
• Employee is in possession of drugs and/or alcohol
• Employee is in possession of drug paraphernalia
Behavioral Signs:
• Attendance issues
• Decline in productivity and performance
• Money problems
• Multiple visits to the car or parking lot
Physical Signs:
• Bloodshot eyes
• Slurred speech
• Fidgeting/inability to sit still
• Sleeping at work
• Deterioration in grooming
Psychological Signs:
• Unexplained changes in personality or attitude
• Sudden mood changes or irritability, anger outbursts, inappropriate laughing
• Unexplained fear or paranoia
• Inability to focus or concentrate
Please click the link below for the Fit for Duty Observation Report: