2017 Flash Global Employee Handbook FINAL

1) Resource Department to ensure that adequate medical attention is provided as well as access to a drug screen. Testing will
be performed as soon as possible but in all cases within 24 hours of the occurrence.
4) Reasonable Suspicion: If there is reasonable cause to suspect that an employee is under the influence of an intoxicant or
illegal substance, he/she may be subject to drug and alcohol testing.
• The approval of the Global VP of Human Resources shall be obtained for tests based upon reasonable suspicion.
• The Global VP of Human Resources will work with the appropriate personnel to have the testing conducted in a timely
and efficient manner.
An employee will be subject to immediate termination if he/she:
• Refuses the testing or the test
• Adulterates or dilutes the specimen
• Substitutes the specimen with that from another person or sends an imposter
• Will not sign the required forms
• Refuses to cooperate in the testing process in such a way that prevents completion of the test.
Consequences
One of the goals of our drug-free workplace program is to encourage employees to voluntarily seek help with alcohol and/or drug
problems. If, however, an individual violates the policy, the consequences are serious.
In all cases of an initial positive test result, the employee will be placed on temporary leave without pay pending the results of a
second test on the same specimen. If the second test is positive, the following consequences will occur.
In the case of applicants, if he/she violates the drug-free workplace policy, the offer of employment will be withdrawn. The
applicant may reapply after six months and if an offer of employment is extended, must successfully pass a pre-employment drug
test.
If a temporary employee violates the drug-free workplace policy, employment will terminate immediately.
If a regular employee of the company violates the drug-free workplace policy, the following steps will be taken:
• The employee will be offered an opportunity to sign a Last Chance Agreement which offers the employee an opportunity to
return to work after successfully completing a rehabilitation program.
• If the employee accepts the Agreement, the employee will be referred to the EAP to set up a rehabilitation program.
— The employee will be placed on a pre-determined period (30-90 days) of leave without pay to complete the
rehabilitation program.
— Upon successful completion of the rehabilitation program, the employee will be retested and if the test result is
negative, active employment will be resumed.
— A program of periodic tests will be agreed upon and continued employment is contingent upon receipt of negative test
results.
If the employee refuses to sign the Last Chance Agreement or violates any part of the Last Chance Agreement, employment will
terminate immediately.
Assistance
Flash recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and
support improve the success of rehabilitation. To support our employees, the Drug-Free Workplace Policy:
E M P L O Y E E H A N D B O O K
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