It is Ivey’s desire to provide a drug-free, healthful, and safe workplace. To promote this goal, TM’s are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.
While on Ivey’s premises, no TM’s may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an TM’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.
Marijuana, although now legalized for medicinal purposes in the state of Louisiana is still considered a Schedule 1 drug federally. Illegal drug usage remains a terminable offense. Any position that is involved with using equipment: Trucks, Forklifts, and Chop Saw has total restrictions on Marijuana use. Legally obtained Medicinal Marijuana will grant consideration for a position that does not use what Ivey’s deems High Risk Equipment.
Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.
To inform TM’s about important provisions of this policy, Ivey’s has established a drug-free awareness program. The program provides information on the dangers and effects of substance abuse in the workplace, resources available to TM’s, and consequences for violations of this policy.
Team Members with questions or concerns about substance dependency or abuse are encouraged to discuss these matters with their supervisor or the Personnel Director to receive assistance or referrals to appropriate resources in the community.
Team Members with drug or alcohol problems that have not resulted in, and are not the immediate subject of, disciplinary action may request approval to take unpaid time off to participate in a rehabilitation or treatment program. Leave may be granted if the TM agrees to abstain from use of the problem substance; abides by all Ivey’s policies, rules, and prohibitions relating to conduct in the workplace; and if granting the leave will not cause Ivey’s any undue hardship.
Under the Drug-Free Workplace Act, a TM who performs work for a government contract or grant must notify Ivey’s of a criminal conviction for drug-related activity occurring in the workplace. The report must be made within five days of the conviction.
Team Members with questions on this policy or issues related to drug or alcohol use in the workplace should raise their concerns with their Supervisor or the General Manager without fear of reprisal.
Policy No. 702 Issued 1/1/2008 Applicable 8/24/2012