Bright Future Electric, LLC is a Drug-Free Workplace with a strictly enforced drug policy. We drug test on all pre-employment, reasonable suspicion, job related injuries, and any type of accident. All vacancy announcements state clearly that we are a Drug-Free Workplace.
The company is concerned about the use of alcohol, illegal drugs, or controlled substances as it affects the workplace. Use of these substances, whether on or off the job can detract from an employee’s work performance, efficiency, safety, and health and therefore seriously ? the employee’s value to the company. In addition, the use or possession of these substances on the job constitutes a potential danger to the welfare and safety of other employees and exposes the company to the risks of property loss or damage, or injury to other persons.
Furthermore, the use of prescription drugs and/or over-the-counter drugs also may affect an employee’s job performance and may impair the employee’s value to the company.
The following rules and standards of conduct apply to all employees either on company property or during the workday (including meals and rest periods). Behavior that violates company policy includes:
- Possession or use of an illegal or controlled substance, or being under the influence of an illegal or controlled substance while on the job;
- Driving a company vehicle while under the influence of alcohol; and
- Distribution, sale, or purchase of an illegal or controlled substance while on the job.
Violation of these rules and standards of conduct will not be tolerated. The company also may bring the matter to the attention of appropriate law enforcement authorities.
In order to enforce this policy, the company reserves the right to conduct searches of company property or employees and/or their personal property and to implement other measures necessary to deter and detect abuse of this policy.
An employee’s conviction on a charge of illegal sale or possession of any controlled substance while off company property will not be tolerated because such conduct, even though off duty, reflects adversely on the company. In addition, the company must keep people who sell or possess controlled substances off’ the company’s premises in order to keep the controlled substances themselves off the premises.
Any employee who is using prescription or over-the-counter drugs that may impair the employee’s ability to safely perform the job, or affect the safety or well-being of others, must notify a Supervisor of such use immediately before starting or resuming work.
The company will encourage and reasonably accommodate employees with alcohol or drug dependencies to seek treatment and/or rehabilitation. Employees desiring such assistance should request a treatment or rehabilitation leave. The company is not obligated, however, to continue to employ any person whose performance of essential job duties is impaired because of drug or alcohol use, nor is the company obligated to re-employ any person who has participated in treatment and/or rehabilitation if that person’s job performance remains impaired as a result of dependency. Additionally, employees who are given the opportunity to seek treatment and/or rehabilitation, but fail to successfully overcome their dependency or problem, will not automatically be given a second opportunity to seek treatment and/or rehabilitation. This policy on treatment and rehabilitation is not intended to affect the company’s treatment of employees who violate the regulations described previously. Rather, rehabilitation is an option for an employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that dependency.
In conclusion it is a condition of employment for employees to refrain from reporting to work or working with the presence of drugs or alcohol in his or her body. A drug-testing program has been implemented in accordance with the above requirements. This policy is made available to all employees and job applicants.