EMPLOYEE HANDBOOK - Steamboat

productive workplace, SSRC will conduct drug and
alcohol testing in the following circumstances:
Reasonable Suspicion
Post Injury or Accident
Reasonable suspicion may include, but is not limited
to, the following: Employee observed using or
possessing drugs, drug paraphernalia, or alcohol;
employee demonstrating what appear to be the
physical or emotional symptoms of drug or alcohol
use, including through behavior, speech or
performance; a pattern of abnormal conduct or erratic
behavior by the employee; violation of a safety rule
or other unsafe work incident which leads
management to believe the employee’s functioning is
impaired; arrest for drug related offenses including
possession of illegal drugs, controlled substances,
drug paraphernalia or information provided by
reliable and credible sources including law
enforcement, or otherwise independently
corroborated, regarding an employee's use or
possession of the foregoing or other violations of the
Drug & Alcohol Policy, and any other information or
indicators that leads management to a reasonable
belief that drug or alcohol use may be affecting job
performance and conduct in the workplace.
If an active or inactive employee is arrested for
illegal possession or use of drugs or drug
paraphernalia, he or she may be subject to a
reasonable suspicion drug test.
Post injury or accident drug and alcohol tests will
be conducted regardless of position in the event of (i)
an accident which results in property or equipment
damage of SSRC or others in excess of $250, (ii) a
loss of revenue in excess of $250, (iii) a work related
injury requiring medical treatment and (iv) injury to
another person requiring medical treatment. Tests
may be conducted in these circumstances regardless
of the presence or absence of fault or other
reasonable suspicion of drug or alcohol use in the
sole discretion of the SSRC manager and/or vice
president.
The failure of an employee to submit to such tests
and/or the employees failure to answer fully and
truthfully all questions on the test or related forms,
will be grounds for termination and the employee
may not reapply for employment for one year from
the date of termination; however reemployment is not
guaranteed.
An employee who is involved in an accident, on the
job injury, or loss event must immediately report that
fact to his or her supervisor.
For vehicle operators subject to Department of
Transportation regulations, pre-employment and
random testing for alcohol, illegal drugs and
controlled substances is required and will be
conducted.
MEDICAL MARIJUANA
Marijuana is currently illegal under federal law,
whether obtained through a “registry identification
card” under current Colorado law (or a similar law of
any other state) for medical purposes or
otherwise. Under current Colorado law marijuana (in
various forms) cannot be “prescribed” by a physician
like other prescription drugs (except in the form
known as “marinol”) but can only be obtained
through a registry identification card based upon
written documentation from a physician that a patient
might benefit from the medical use of marijuana.
Colo. Const. Art. XVIII, Sec. 14. This law also
expressly provides that no employer is required to
accommodate the medical use of marijuana in the
workplace. Because SSRC believes that the use of
marijuana, whether for medical or other purposes, is
inconsistent with SSRC’s goal of a drug free
workplace for its employees and guests, SSRC will
not accommodate use in the workplace nor tolerate
use in any other setting. A positive test result for
marijuana will be considered to be a violation of this
Policy, and disciplinary action up to and including
termination of employment may result.
DRUG AND ALCOHOL SCREENING
PROCESS
SSRC will utilize recognized and widely accepted
procedures to endeavor to ensure the accuracy of
drug and alcohol test results.
Testing for illegal drugs or controlled substances
will be determined by urinalysis (or, when
deemed appropriate by SSRC, other methods)
using an independent certified laboratory that
will follow medically acceptable laboratory and
chain of custody procedures. Those required to
provide a urine sample will be directed to a
designated medical clinic, physician's office, or
the SSRC Security Office. In certain situations,
the sample collection may be done under
observation. Initial test results will be promptly
reported to SSRC and SSRC may take temporary
disciplinary or other actions based on such
results. If the initial test results are inconclusive
or positive, the sample will be re-tested by the
certified laboratory using an alternate test
procedure, which may take several days to
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