DRUG & ALCOHOL USE
Employee Responsibilities:
All employees must report to work fit for duty and free from the influence of
alcohol and illegal drugs, including marijuana. Employees must notify their
manager if they are taking any medication, including legally prescribed medical
marijuana, that may affect their ability to safely perform their job duties.
Employees must adhere to all federal, state, and local laws regarding drugs and
alcohol.
Manager Responsibilities:
Managers must be knowledgeable about the contents of this policy and ensure
they and their team members understand and adhere to it
Managers must observe and document any signs of employee drug or alcohol
use and any indication there is reasonable suspicion to conclude an employee
may be impaired
Managers should promptly contact their immediate manager, Program
Director or Human Resources (HR) if they observe behaviors or symptoms
suggesting an employee is under the influence of drugs or alcohol. At no time
should a manager send an employee for drug and/or alcohol testing without
consulting with a Program Director or HR prior
Managers must handle all reports of potential policy violations with
confidentiality and professionalism
Managers must ensure any searches of company property and personal
belongings are conducted in accordance with this policy and based on
reasonable suspicion after consultation with a Program Director or HR prior
Managers are responsible for maintaining a safe and drug-free work
environment and should encourage employees to reach out to HR if they are
struggling with substance use issues
Drug and/or Alcohol Testing:
WDLT may conduct drug and/or alcohol testing under any of the following
circumstances:
Reasonable Suspicion Testing: If there is a reasonable suspicion an employee is
under the influence of illegal drugs, alcohol, or marijuana while at work, the
employee may be required to undergo testing.
Random Testing: Certain positions may be subject to random drug and alcohol
testing.