Page 34 - SPM Employee Handbook
P. 34

Employee Handbook
Schultes Precision Manufacturing, Inc.
Americans with Disabilities Act
SPM must comply with the requirements of the Americans with Disabilities Act of 1990 (ADA). Individuals who currently use drugs illegally are not individuals with disabilities protected under the ADA when an employer takes action because of their continued use of drugs. This includes people who use prescription drugs illegally as well as those who use illegal drugs. However, people who have been rehabilitated and do not currently use drugs illegally, or who are in the process of completing a rehabilitation program, may be protected by the ADA.
Drug-Free Workplace Policy
SPM, in compliance with the federal Drug-Free Workplace Act of 1988, has adopted the following policy that must be adhered to as a condition of employment:
• The unlawful use, possession, manufacture, dispensation, or distribution of controlled substances in all SPM work locations is prohibited.
• Any SPM employee convicted of a criminal drug statute violation occurring in the workplace must notify his or her supervisor of the
conviction within five days after the conviction. As required by the federal Drug-Free Workplace Act of 1988, SPM must inform contracting or granting agencies of such convictions within 10 days after receiving notification from the employee or otherwise receiving notice of a conviction.
If you have any questions, you may contact the Human Resources Department.
Pre-employment Drug Screening
All offers of employment, including offers of regular employment to on-call or temporary employees, will be contingent upon satisfactory results of a drug test. If a pre- employment drug test indicates illegal drug use, the applicant will not be eligible for employment at the Company.
Random Test
The Company may require a drug test on a random basis if:
• The employee serves in a safety- sensitive position as defined in the above section on pre-employment tests.
• The employee has received a mandatory referral to the Employee Assistance Program sponsored by the Company for addiction assessment, and is referred to treatment pursuant to that assessment.
• The Company is required to conduct testing under the Department of
Transportation regulations. An employee selected for random testing may obtain a deferral of testing if the employee’s supervisor and the Office of Human Resources concur that there is a compelling business need to defer the testing. An employee whose random test is deferred will be subject to an unannounced test at a later date.
All employees who fit the above situations are subject to random testing, including on- call, temporary, and part-time staff.
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