This document outlines Drug testing policies and procedures.

Illicit Drugs - Controlled substances not prescribed to you, used to excess, or abused.

Prescription Drugs - Controlled substances prescribed to you with an active prescription by a doctor.

Drugs Test - An in-house test is performed through urine or other "over-the-counter" drug tests. 

Illicit Drugs

It is strictly forbidden to be in possession of or under the influence of illicit drugs or alcohol while on the clock, on company premises, or while working for the company in any other fashion.

Prescription Drugs

You should talk to your supervisor, HR, or other appropriate resources at work if your health requires you to take prescribed medicines that may affect your ability to do your job safely.

It is forbidden to be under the influence of prescription drugs (even if prescribed to the employee) if the drug can affect the employee’s judgment or ability to safely and accurately perform his/her duties while at work. The employee must consult their doctor on restrictions while taking the prescription drug. SnackCo may require a copy of the doctor’s recommendation or restrictions if impairment is a possibility. 

Random Drug Tests:

SnackCo reserves the right to regularly perform random drug tests among current employees, preferably weekly.      

A software is used to randomly select employees from the active employee list. Once the software selects the employee, the selection cannot be removed, and the results must be filled out. If the employee is on leave, the reason can be added to the results.

A 12-panel urine test will be used. A representative from HR will administer the test. The employee subject to the test needs to be alone in the bathroom stall and leave a urine sample in the test bottle. The samples should then be handed directly to the HR representative administering the test. The results will be recorded in the software with pictures of the result. 

If an employee uses prescription drugs that can cause a positive on the tests performed, a prescription must be shown. 

Reasonable Suspicion Testing:

A supervisor may, at any time, send an employee to perform an alcohol and/or drug test if he or she has reasonable suspicion that the employee might be intoxicated.

Evidence is based upon direct observation by a supervisor or another employee. Specific reasons for reasonable suspicion testing include but are not limited to physical evidence of illicit substances, patterns of erratic or abnormal behavior, disorientation or confusion, and an inability to complete routine tasks.

If there is suspicion that an employee is intoxicated during a shift, the company must provide a lift to the testing facility.

New Hire Testing:

We also intend to test all new employees starting with SnackCo, especially if they will be operating machinery. 

In case of accident:

Any employee involved in a work-related accident will also need to participate in a drug test.

Types of testing:

Drug/alcohol screening may be done in-house or by an external vendor. In-house testing will be done with a breathalyzer and urine test kit. An external laboratory may also confirm positive results by sending the employee to be tested externally if necessary. 

Response to Presumptive Positive Test Results

If an in-house drug test yields a positive result, and the employee cannot provide a valid prescription, it will be treated as a presumptive positive pending confirmation. The employee will be placed on unpaid leave until a certified laboratory provides verified results.

• If the confirmatory test is negative, the employee will be immediately reinstated with no disciplinary record related to the incident.

• If the confirmatory test is positive, disciplinary action—up to and including termination—may be taken in accordance with company policy.

SnackCo will facilitate prompt laboratory testing to minimize any unnecessary delay in the employee’s potential return to work.