(iv) penalties that may be imposed on workers for substance abuse offences in the workplace; Tailor-made training for superiors can help maximize the effectiveness of your drug-free work policy and program. Supervisory authorities should be well informed about policies and the programme and be aware of legally sensitive areas. They must also be trained in how potential problems can be documented in a fair and systematic manner, respect confidentiality and refer staff to appropriate services. Line managers may also need training on how to help employees reintegrate after receiving services. Staff members who test positive or otherwise violate this directive are subject to discipline until dismissal. Depending on the circumstances, the work history/changes in the employee`s work and all the requirements of the state, [company name] may be an employee, the ability to return to work on a last-chance basis under consensual conditions, which could include drug tracking tests at times and frequencies determined by [company name] for at least one year, but not more than two years, and waiving the right to challenge a termination resulting from a subsequent positive test. If the employee does not complete the rehabilitation program or tests positively after the completion of the rehabilitation program, the employee is immediately removed from duty. (ii) the contractor`s policy of maintaining a drug-free job; PEAs are designed to help employees who have personal problems that may interfere with their work. While some EPDs focus on problems related to alcohol and other drugs, most of them deal with a number of problems and can provide a large number of services. The Civil Rights Act, 28 Code of Federal Regulations (CFR), 42 is a pioneering law prohibiting private employers with 15 or more employees from discriminating on the basis of race, gender, religion or nationality.

Employers are implementing a drug-free employment policy that Title VII of the Civil Rights Act must keep in mind. (6) Within 30 days of receiving the notification under the subcommittee. b) (4) (ii) of this sentencing clause, take one of the following steps against any staff member convicted of a substance abuse offence in the workplace: staff at all levels should be prepared to implement the drug-free work policy and program. Everyone in the organization needs information about substance abuse issues. Be sure to provide education and training that reinforces healthy attitudes and behaviours and raises awareness of the impact of addiction on staff health and employment. The laboratory transmits all positive drug test results to a medical expert retained by [the company name] who provides people with positive results with an appropriate opportunity to refute or explain the results. People with positive results may also ask the MRO to have their shared sample sent to another state-certified laboratory for testing at the applicant`s or staff`s expense. These applications must be submitted within 72 hours of the publication of the test results. If the second facility does not have evidence of drug use in the shared sample, the staff member or applicant is treated as a successful test. Under no circumstances should [company name] be informed of a positive result until the MRO has confirmed the test as positive. Employers implementing drug-free employment policies in unionized enterprises should be aware of the requirements of the National Labor Relations Act (NRLA).

This law, passed in 1935, provides a legal framework for all management and labour negotiations.