Substance Abuse Policy
Ultra Personnel is committed to maintaining a safe, healthy, and efficient working environment. The use, sale, possession, purchase, or transfer of drugs, or the use of alcohol in the workplace poses unacceptable risks to safe and efficient operations. This policy prohibiting workplace substance abuse is designed to ensure employee safety, reduce absenteeism and tardiness, improve productivity, and protect the company’s status and reputation.
Employees are expected and required to report to work on time and in appropriate mental and physical condition. The unlawful use, possession, manufacture, distribution, or dispensation of drugs on company premises or while conducting company business off premises is strictly prohibited.
Possession or use of alcohol on company premises, except in connection with company authorized events, is strictly prohibited.
The undisclosed use of legal drugs by employees while on the job is prohibited, however; employees can use prescribed medications while performing their jobs IF Ultra Personnel determines beforehand, that such use does not pose a safety risk. Employees whose physicians have prescribed medications that might adversely affect their ability to perform their work must provide a written statement from their doctor(s).
Ohio House Bill 523, effective September 8, 2016, legalizes medical marijuana in Ohio for certain medical conditions. However, nothing in the law requires an employer to accommodate and employee’s use of medical marijuana and the law does not prohibit an employer from refusing to hire, discharge, or taking an adverse employment action because of a person’s use of medical marijuana. Further, any employee that is injured at work and the injury is the result of being intoxicated or under the influence of marijuana or other drugs, is not eligible for Worker’s Compensation (whether or not the use was recommended by a physician).
Employees needing help in dealing with substance abuse problems are encouraged to seek professional rehabilitation services. Records of absences to seek treatment or insurance claims for covered treatment will be maintained, although the reasons for the absences or claim will be kept confidential and disclosed only on a need-to-know basis.
If the company, or any client at which you are assigned, has reason to suspect that an employee (including temporary or contracted employees) is under the influence of alcohol and/or a controlled substance in the normal course of conducting business on the company’s behalf, the company may require a drug and/or alcohol test. An employee’s (including temporary or contracted employees) refusal to comply with such testing will result in discharge/termination.
I acknowledge and understand that any violation of this policy will result in disciplinary action, up to and including discharge/termination, as well as possible criminal consequences.