EMPLOYEE HANDBOOK - Gunstock

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Testing of employees for drug and/or alcohol use may be conducted
under any of the following circumstances:
• When required by federal or state law or applicable rule or
regulation of any federal or state agency. For example,
Department of Transportation (DOT) regulations may require
pre-employment testing to operate or work on a shuttle.
• When you have an on-the-job injury that requires medical
treatment.
• When there is reasonable suspicion that you are under the
influence of drugs or alcohol.
The Company has the right to require blood, saliva and/or urine
samples for reasonable suspicion and post-accident testing.
When reasonable suspicion has been established, a manager will
arrange for transportation to a testing facility. Employment will be
temporarily suspended pending the receipt and review of test results
by a qualified Medical Review Officer and the Director of Human
Resources. No advance notice is required to test based on
reasonable suspicion.
Refusal to submit to drug testing, providing a false or adulterated
urine sample, failing to provide a urine/blood/saliva sample suitable
for testing or submitting to a test resulting in a positive screen
constitutes a material breach of a condition of employment and may
result in termination. Any questions regarding this policy may be
directed to the Director of Human Resources.
The use in moderation of alcohol in connection with Companysponsored
social activities or the entertaining of business guests,
such as vendors, suppliers, and the like, is not prohibited.
Detectable levels of alcohol may be present in such cases.
All employees are responsible for reading and understanding this
policy. Any employee found to have violated this policy may be
subject to disciplinary action, up to and including dismissal, and
where warranted, legal action.
If you, as an employee, feel you may have a problem with alcohol or
drugs, please seek assistance through the Employee Assistance
Program (EAP) before the problem leads to deteriorating job
performance or a violation of Company policy, which may result in
your losing your job. In appropriate cases and in accordance with
applicable law, where employees are willing to acknowledge a
chemical dependency and commit to ending it, the Company may
allow time off for rehabilitation. To assist in that effort, the
Company has arranged for three free visits to the EAP for matters
regarding alcoholism and/or drug abuse. If you seek assistance
before a policy violation, your decision to get help will not be held
against you. Going to the EAP before or after a violation of
Company policy will not foreclose the right of the Company to
administer disciplinary action.
As a condition of continued employment, each employee of the
Company is required to abide by the terms of this policy. In
appropriate circumstances, and where termination does not result,
the Company may require the employee to participate in a drug
abuse assistance or rehabilitation program approved for such
purposes.
OPEN DOOR POLICY & COMPLAINT
PROCEDURE
Let’s talk. The best way of resolving issues is through open
communication. As a part of our commitment to teamwork,
Gunstock supports an open door policy for discussing problems when
and if they arise. Start with your supervisor or department manager.
If you don’t feel it is appropriate to discuss your concern with them,
senior management and the General Manager are here to help. And
the door to Human Resources is always open to help you understand
policies and expectations and to think through and resolve what’s on
your mind.
Every employee in our Company should be treated with courtesy and
respect. If you experience any type of harassment or believe you’ve
been treated in an unlawful, discriminatory manner, let management
know immediately, so that we can investigate. If it is determined
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