Substance Abuse Policy

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Substance Abuse Policy

Illicit Drugs

Bay Disposal & Recycling is committed to providing a safe and secure work environment. Therefore employees are prohibited from the use, sale, possession, manufacture, or purchase of illegal drugs, while on the Bay Disposal & Recycling premises, or while otherwise engaged in Bay’s business. In addition, this policy forbids Bay Disposal & Recycling’s employees from being at work or on Bay’s premises in a condition that produces a positive test result for illegal drugs or that reasonably suggests that the employee is under the influence of illegal drugs. Therefore, employees at the time of their hire and at any time thereafter may be required to submit to a blood, urinalysis, or other medically recognized investigative test or procedure as a condition of continued employment.

Drug testing after an employee’s initial hire may occur on either a random or reasonable suspicion basis, which is when the employee demonstrates behavior reasonably suggesting that he or she is under the influence of drugs. Refusal to submit to a drug screen or an unsatisfactory test result (one which is positive for the presence of an illicit substance) is grounds for immediate dismissal from employment with Bay Disposal & Recycling.

Legal Drugs

The unauthorized use of legal but controlled substances while on Bay Disposal & Recycling’s premises or while engaging in Bay’s business or reporting to work under the influence of legal, but controlled substances is also prohibited. The potential impairment on judgment and reflexes from many controlled substances, such as pain medications, requires that employees taking such controlled substances immediately report this fact to their immediate supervisor so that a determination can be made on whether the employee can safely perform his duties or requires temporary reassignment or other accommodation while taking such drug.

Alcohol

Similarly, reporting to work under the apparent influence of alcohol as observed by two supervisors is grounds for disciplinary action, including immediate discharge. Behavior that creates a reasonable basis to believe that the employee is under the influence of alcohol include blood-shot eyes, staggered walk, slurred speech, or alcohol detected on the employee’s breath.