FBC Norfolk Employee Handbook

performance or on-the-job behavior may be affected in any way by illegal use of drugs or use of alcohol, or that an employee has otherwise violated the policy. Employees also will be tested after a work-related "recordable" accident, a vehicle accident, whenever Company policy requires an employee to undergo a physical examination and whenever required by law. Periodic and random drug testing may also be conducted when permitted by applicable state or local laws. An employee who tests positive for illegal use of drugs and/or is found to be under the influence of alcohol as a result of any test will be in violation of our policy. Employees who work in the bakery, around heavy machinery, or who operate heavy equipment or machinery in the course of their duties, including but not limited to the operation of motor vehicles, who are taking prescription medications that could impact their ability to safely perform their duties should report their use of these medications to the POS Site Manager. This could include, for example, if the prescription medication causes drowsiness, dizziness, vomiting, problems concentrating or blurred vision, and the like. The POS Site Manager will then conduct an individualized assessment to determine whether any reasonable accommodations may exist that would allow the employee to safely perform his/her job. In order to comply with applicable law, employees must notify management within 5 days of any conviction of a criminal drug offense so that the underlying circumstances can be reviewed to determine whether such circumstances may impact the employee's ability to safely perform his/her job. Failure to report such conviction(s) may result in termination. Compliance with our Drug and Alcohol Abuse Policy is a condition of employment. Violation of this policy will subject the employee to discipline, up to and including immediate termination. Noncompliance includes the refusal to cooperate with any or all procedures encompassed by this policy, including submitting to a test or search, and all requirements incident to a test or search and the policy generally. To help inform and educate all of us on the dangers of drug and alcohol abuse, we have established an awareness program. This program emphasizes our policy of maintaining a drug- and alcohol-free workplace; advises you of available counseling or rehabilitation opportunities and employee assistance programs; and includes features in our employee communications. The Company strongly encourages employees who develop a drug and/or alcohol problem to notify the POS Site Manager and to seek help from public health agencies in our community. It is the employee's responsibility to seek assistance before he or she is discovered in violation of the policy and the Company takes disciplinary action. The Company cannot, and does not, assume any responsibility for diagnosing employee problems or referring employees to assistance programs. [ Il l/legal use of drugs for purposes of our policy include the use of all drugs or other like substances whose possession, sale or misuse violate state or federal law., or where use affects the ability to perform essential functions of the job, including the safe performance of the job (except for such medication prescribed or "over-the-counter" that the employee has previously reported to management where required by the policy.) [ 2 ] 2 Being "under the influence" of illegal drugs is defined as testing positive; being "under the influence" of alcohol is defined as an alcohol concentration of .04 or greater as determined through use of a blood test or evidential breath test (EBT) but may be less than .04 if the employee is otherwise impaired and said impairment is evident and documented by management. Employees subject to DOT jurisdiction shall be tested and handled consistent with applicable DOT rules.

2024 Employee Handbook – B. Turner