Substance Abuse Policy (Alcohol)

Purpose

To maintain an alcohol-free-at-work environment that supports the health, safety, and productivity of all employees, while recognizing that responsible alcohol use is a normal part of social and business settings outside of active work duties.

Policy

Using, possessing, distributing, selling, or being under the influence of alcohol in an unauthorized manner on company premises or company business — or in a manner that negatively affects job performance or the company's interests — is prohibited and subject to disciplinary action, up to and including termination.

The company recognizes responsible alcohol use as part of business meetings, customer entertainment, and company social events. Where alcohol is present at a company function, employees are expected to act responsibly: avoiding overindulgence, supporting designated drivers, and looking out for the safety of others present.

Definitions

• Alcohol includes any intoxicating agent in fermented or distilled beverages, including beer, wine, and spirits.
• Reasonable suspicion/reasonable cause means the employee's actions, conduct, or appearance give the company reason to believe alcohol use or impairment has occurred.

Testing

An employee may be required to submit to alcohol testing where, for example: there is reasonable suspicion of on-the-job use or impairment; a workplace accident occurs that could plausibly be alcohol-related, even without obvious symptoms; testing is part of an ongoing treatment program; or state or federal law requires it. Employee authorization is required via a signed consent and release form. Results are reviewed by an independent Medical Review Officer (MRO), and the entire process — from collection through analysis and reporting — follows documented chain-of-custody procedures.

Consequences of a positive result

Handled case by case. Depending on the circumstances, the company may suspend the employee pending investigation, require an assessment through the Employee Assistance Program (EAP), require successful completion of a treatment program as a condition of continued employment, and/or convert a suspension to a medical leave of absence. Referral to or participation in treatment does not automatically preclude disciplinary action, up to and including termination, even for a first violation. Failure to cooperate with any part of this process is itself grounds for discipline.

Voluntary self-identification

Employees who believe they may have an alcohol-related concern are encouraged to seek help voluntarily — through community resources or the company's EAP — before it affects job performance or leads to a policy violation.

Recordkeeping

Positive results are retained for a minimum of five years; negative results for a minimum of two years (or longer where required by law). All records are kept confidential, in a locked file separate from general personnel and medical records. Results are available to the tested individual upon request.

General provisions

This policy is interpreted and applied consistent with applicable federal, state, and local law and any collective bargaining agreement. Nothing in this policy creates an employment contract or alters at-will status. The company may modify this policy at any time.

Responsibilities

Role	Responsibility
Company/HR	Implements and ensures compliance with this policy; maintains confidential records.
Manager	Applies the policy consistently; reports concerns promptly; consults HR before acting on a reasonable-cause situation.
Employee	Complies with this policy; may self-refer to the EAP for an alcohol-related concern.
Medical Review Officer	Reviews all results, verifies chain of custody, and reports findings confidentially.