Baked Products Foods Group

1. Alcohol; 2. Amphetamines; 3. Cocaine; 4. Opioids, including heroin;

5. Marijuana/THC; and 6. Phencyclidine (PCP).

In-house saliva testing is authorized for reasonable suspicion testing. However, if a facility elects to have an outside provider manage the reasonable suspicion drug testing, the employee must be transported to the testing site. Related Documents Reasonable Suspicion Observations Form 7. Other Employee Testing: Post-Accident. The Company’s drug and alcohol policy allows us to perform drug and alcohol testing on employees where the accident or injury could have been caused by the employee’s being under the influence of drugs and/or alcohol. 7.1. Occupational Safety & Health Administration (OSHA) Standards. Reasonable Suspicion Testing: What HR and Supervisors Need to Know • Include a “reasonable procedure” for employees to report work-related injuries and illnesses; and • Not discriminate or retaliate against employees who report such injuries or illnesses. OSHA clarified that a procedure is unreasonable if it would deter or discourage a reasonable employee from accurately reporting a workplace injury or illness. OSHA issued guidance that that an employer’s blanket policy of requiring everyone that reports a personal workplace injury or illness undergo post-accident drug testing presumes that a reasonable employee might not report a work-related injury if in that employee knows that he or she will be automatically subject to drug or alcohol testing. If OSHA determines that a post-accident policy has the effect of deterring or discouraging employees from reporting work-related injuries, then OSHA is likely to issue a citation and an order for the employer to stop using such a policy. Employers who do not comply with these rules could face serious and expensive penalties including maximum penalties of $12,675 per violations and over $126,749 for willful or repeat violations.. OSHA requires that employers inform employees about how to report occupational injuries and illnesses. OSHA’s rules clarify that the reporting method required by employers must:

7.2. Determining who should be tested.

Employees should be drug and alcohol tested post-accident if being under the influence of drugs or alcohol could have been a contributing factor in the accident.