HomeMy WebLinkAboutPMM's Drug Free Workplace PolicyPMM Consulting Engineers, Corp.
P.O. Box 557823, Miami, Florida 33255 Tel 305-661-9918 Fax 305-675-2350
PMM's DRUG FREE WORKPLACE POLICY
PMM Consulting Engineers, Corp. referred to as the "Company" intends to help provide a safe
and drug -free work environment for our clients and our employees. With this goal in mind and
because of the serious drug abuse problem in today's workplace, we are establishing the following
policy for existing and future employees of PMM Consulting Engineers, Corp.
The Company explicitly prohibits:
• The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or
prescription medication without a prescription on Company or customer premises or while
performing an assignment.
• Being impaired or under the influence of legal .or illegal drugs or alcohol away from the
Company or customer premises, if such impairment or influence adversely affects the
employee's work performance, the safety of. the employee or of others, or puts at risk the
Company's reputation.
• Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from the
Company or customer premises, if such activity or involvement adversely affects the
employee's work performance, the safety of the employee or of others, or puts at risk the
Company's reputation.
• The presence of any detectable amount of prohibited substances in the employee's system
while at work, while on the premises of the company or its customers, or while on company
business. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs not
taken in accordance with a prescription given to the employee.
PMM Consulting Engineers, Corp. will conduct drug and/or alcohol testing under any of the
following circumstances:
• RANDOM TESTING: Employees may be selected at random for drug and/or alcohol testing
at any interval determined by the Company.
• FOR -CAUSE TESTING: The Company may ask an employee to submit to a drug and/or
alcohol test at any time it feels that the employee may be under the influence of drugs or
alcohol, including, but not limited to, the following circumstances: evidence of drugs or
alcohol on or about the employee's person or in the employee's vicinity, unusual conduct on
the employee's part that suggests impairment or influence of drugs or alcohol, negative
performance patterns, or excessive and unexplained absenteeism or tardiness.
• POST -ACCIDENT TESTING: Any employee involved in an on-the-job accident or injury
under circumstances that suggest possible use or influence of drugs or alcohol in the
accident or injury event may be asked to submit to a drug and/or alcohol test. "Involved in an
on-the-job accident or injury" means not only the one who was or could have been injured,
but also any employee who potentially contributed'to the accident or injury event in any way.
If an employee is tested for drugs or alcohol outside of the employment context and the results
indicate a violation of this policy, or if an employee refuses a request to submit to testing under this
policy, the employee maybe subject to appropriate disciplinary action, up to and possibly -including
discharge from employment. In such a case, the employee will be given an opportunity to explain
the circumstances prior to any final employment action becoming effective.
F'MM Employee Handbook 2012 Page 5