West Penn Power Contract with Eaton Corporation as a CSP

employee should be informed that local law enforcement authorities will be notified.
Employee Assistance Program (Self-Referral)
The Company has a national Employee Assistance Program (EAP) available to all
employees. It is essential that employees who may have a drug or alcohol problem be provided
an opportunity to seek help through the EAP. Employees who disclose problems with alcohol or
drug abuse to the Company should be referred to EAP and placed on leave pending the EAP
evaluation. Once cleared by an EAP professional and a negative drug test, they may return to
work. Employees must receive a negative result on a retum-to-duty drug test prior to returning to
work. Employees who participate in treatment or rehabilitation recommended by the EAP
will be subject to periodic unannounced follow-up testing after their retum to work.
Self-reforral by an employee to a treatment program prior to a mandated drug or alcohol test
should be encouraged. A self-referral must occur prior to an employee being tested for
drugs or alcohol under a management initiated reasonable suspicion or a post-incident
test. The employee should notify their supervisor or Human Resources manager that they are
seeking to self-refer for substance abuse on a voluntary basis and are seeking assistance from
the EAP. No disciplinary action should be taken based solely on the self-referral.
Upon self-referring, the procedure to be followed is:
1. The Human Resources manager should meet with the employee and discuss the details of
the process.
2. The employee should sign an employee agreement outlining the terms and conditions to
continue in the process (see Appendix E: Sample Letter)
3. The employee must be placed on leave pending the EAP evaluation.
4. The employee cannot retum to work until negative retum-to-duty tests are completed.
(Please see additional guidance in the Retum to Duty Testing and Periodic Unannounced
Follow-up Testing section of this guide.)
5. If someone confesses to a problem and requests help AFTER a management- initiated
reasonable suspicion or post-incident test, then the confession should be ignored because
it is not a good faith self-identification.
Personnel Actions and Procedures
Applicant Testing (Pre-Employment Drug Testing)
Applicant drug testing is coordinated through Eaton Human Resources offices. Human
Resources Managers should ensure that employment offer letters clearly state that passing
a pre-employment drug test is a condition of employment. Candidates should be informed
that they must have a negative drug test result prior to starting employment with Eaton.
Candidates who test positive or refuse to test on the pre-employment drug test will not be hired;
any offer of employment will be withdrawn. Individuals whose offer of employment is withdrawn
are ineligible to reapply for at least six months. Eaton reserves the right to require documentation
of substance abuse evaluation and/or treatment for any individual reapplying for employment.
Candidates whose pre-employment urine drug test is negative dilute will be required to undergo a
second drug test. Candidates should be cautioned against intentional water loading as a means
to dilute their specimen and flush drugs from their system. If the second drug test is also
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