West Penn Power Contract with Eaton Corporation as a CSP

When alcohol or drug abuse is suspected, the employee should always be accompanied or
escorted to and from the testing location, whether the employee is on or off Company premises.
Transportation home or to another destination should be provided or arranged. The employee
should never be permitted to drive or leave the Company property unaccompanied.
If the supervisor is reluctant to make a decision to have a drug and/or alcohol test conducted,
he/she may refer the employee for a medical evaluation and examination conducted by a
physician. The physician may decide to conduct an alcohol and/or drug test as part of this "fitness
for duty" evaluation.
It is important that the reasonable suspicion test and/or medical evaluation be conducted as soon
possible after the determination is made. Especially with alcohol testing, the test should be
conducted within two hours of the decision to test. If a breath alcohol test cannot be conducted
within eight hours of the decision to test, the testing should not be done.
Refusal to submit to a reasonable suspicion test and/or a "fitness for duty" evaluation is
considered a violation of Company policy and may subject the employee to disciplinary action up
to and including termination.
A reasonable suspicion test for drugs or alcohol must be conducted at an authorized drug
and alcohol testing facility. A urine test for drugs is required. "Instant" or breathalyzer
tests should not be conducted at any Eaton facility.
While general performance and time and attendance issues may dictate a mandatory referral of
the employee to the Employee Assistance Program, they do not serve as triggers for a
reasonable suspicion test. A reasonable suspicion test must be based on the supervisor's
observations of signs and symptoms of alcohol or drug use in the employee's behavior,
conduct or appearance.
Post Incident Testing
A drug and/or alcohol test (whichever is appropriate) is MANDATORY when an incident/injury has
occurred, or when company payment for facility damage in excess of
$250 results from an incident/injury. All employees contributing to the accident or injury should be
tested in addition to the injured employee. In a Post Incident/Accident situation, it is not
necessary for the supervisor or management official to establish individual suspicion of drug or
alcohol use.
State laws may require that additional criteria (e.g. property damage, serious injury, suspicion of
impairment) be met before an employee can be sent for PosMncident Testing. Each Eaton
facility has the responsibility of knowing if the state in which the facility resides has a law that
would impact the Eaton Substance Abuse Guidelines.
A post incident test for drugs or alcohol must be conducted at an authorized drug and
alcohol testing facility. A urine test for drugs is required to ensure compliance with state
laws relating to worker's compensation. "Instant tests" should not be conducted at any
Eaton facility.
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