Employee Handbook
It is the policy of Shepherd Electric Supply to maintain a drug- and alcohol-free work environment that is safe and productive for employees and others doing business with the company.
The unlawful use, possession, purchase, sale, distribution, or being under the influence of any illegal drug and/or the misuse of legal drugs while on company or client premises or while performing services for the company is prohibited. Shepherd Electric Supply also prohibits reporting to work or performing services under the influence of alcohol or consuming alcohol while on duty or during work hours. In addition, the company prohibits off-premises abuse of alcohol and controlled substances, as well as the possession, use, or sale of illegal drugs, when these activities adversely affect job performance, job safety, or the Company’s reputation in the community.
To ensure compliance with this policy, substance abuse screening may be conducted in the following situations:
Pre-employment: As required by the company for all prospective employees who receive a conditional offer of employment
Reasonable Suspicion: Employees are subject to testing based on, but not limited to, observations of apparent workplace use, possession, or impairment by at least two members of Shepherd Electric Supply Management. Human Resources should be consulted before sending an employee for testing. Shepherd Electric Supply Management must use the reasonable suspicion training to document specific observations and behaviors that create a reasonable suspicion that an employee is under the influence of illegal drugs or alcohol. Examples include:
- Odors (smell of alcohol, body odor or urine).
- Movements (unsteady, fidgety, dizzy).
- Eyes (dilated, constricted or watery eyes, or involuntary eye movements).
- Face (flushed, sweating, confused or blank look).
- Speech (slurred, slow, distracted mid-thought, inability to verbalize thoughts).
- Emotions (argumentative, agitated, irritable, drowsy).
- Actions (yawning, twitching).
- Inactions (sleeping, unconscious, no reaction to questions).
When reasonable suspicion testing is warranted, both Shepherd Electric Supply management and Human Resources will meet with the employee to explain the observations and the requirement to undergo a drug and/or alcohol test within two hours. Refusal by an employee will be treated as a positive drug test result and will result in immediate termination of employment.
Under no circumstances will the employee be allowed to drive himself or herself to the testing facility. A member of Shepherd Electric Supply Management must transport the employee or arrange for a cab/carshare and arrange for the employee to be transported home.
Post-accident: Employees are subject to testing when they cause or contribute to accidents that seriously damage a Shepherd Electric Supply vehicle, machinery, equipment, or property or that result in an injury to themselves or another employee requiring offsite medical attention. A circumstance that constitutes probable belief will be presumed to arise in any instance involving a work-related accident or injury in which an employee who was operating a motorized vehicle (including a Shepherd Electric Supply forklift, pickup truck, etc.) is found to be responsible for causing the accident. In any of these instances, the investigation and subsequent testing must take place within two hours following the accident, if not sooner. Refusal by an employee will be treated as a positive test result and can result in immediate termination of employment.
Random Drug Testing: In accordance with DOT regulations, Shepherd Electric Supply abides by a Random Drug Testing Policy. All Truck Drivers, based on a random generator report provided by Concentra, will be subject to a random DOT Drug and/or Alcohol test. Please see the Random Drug Testing Policy for more information.
Compliance with this policy is a condition of employment. Employees who test positive or who refuse to submit to substance abuse screening will be subject to termination. Notwithstanding any provision herein, this policy will always be enforced in accordance with applicable state and local law.
Any employee violating this policy is subject to discipline, up to and including termination, for the first offense.