Baked Products Foods Group

In either case, the GM, HRBP or the highest level of management on the shift, should complete the Post Accident Marijuana Testing Certification form. In-house saliva testing is authorized in these procedures. 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 Post-Accident Drug Testing Matrix Post-Accident Marijuana Testing Certification 8. Positive Test Results for any type of drug/alcohol testing. Termination is the recommended action for violation of the Company's Drug and Alcohol Policy; however, suspension without pay can be given whenever management feels a need to further investigate the situation. Termination may then result depending on the facts of the case. All surrounding facts should be recorded immediately, including the names of witnesses, etc. If an employee fails to submit to a drug or alcohol test following an incident which prompts management to request such action, then the employee may be terminated for being in violation of the Company’s drug and alcohol abuse policy or suspended as noted above and terminated at a later date. 9. Awareness Program The Company sponsors an “Awareness Program” whereby an employee can receive treatment for a drug or alcohol addiction. The “Awareness” portion of this program is two-fold. First, we should regularly make employees aware of the dangers of drugs and alcohol and the risks they pose to employee safety and health. Secondly, if an employee makes us “aware” of a drug or alcohol problem prior to being asked to submit to any type of drug and/or alcohol testing or prior to being caught by management in violation of the program, then we will offer them the Last Chance Agreement, helping them get treatment and preserving their employment. 9.1. Illegal Drugs. When an employee voluntarily comes forward to state that they may need help due to addiction or abuse of an illegal substance, the HRBP is responsible for ensuring the steps below are followed: • Enter into a Last Chance Agreement with the employee; • Offer to assist the employee in finding and enrolling in a treatment program • Suspend the employee for 5 days to allow the employee the opportunity to find and enroll in a treatment program; • Substitute 40 hours of PTO/Vacation pay for the 5 days suspension; • Tell the employee to call Reed Group to set up a claim; and • Accept the provider’s recommendations on whether an employee can work during treatment or if the employee must be in-house. If the employee must receive in-house treatment, place the employee on Reasonable Accommodation Medical Leave and start FMLA, if applicable.

The employee will not be terminated provided all of the conditions listed below are met: