Brink s Drug Free Workplace Booklet

Transcription

1 INTRODUCTION Since 1859, the Brink s name has been identified with the safe and secure handling of valuable property. Businesses all over the world have come to rely on the familiar Brink s shield as a mark of dependability when it comes to protecting and safeguarding coin, currency, securities, precious metals, jewels or almost anything else of value. Numerous dedicated Brink s employees have worked hard over the years to earn our company s outstanding reputation and we all want to ensure that our customers continue to know that they can entrust their property to us. One way we can try to continue to earn our customers trust is to make sure that all Brink s employees are aware of our commitment to maintaining a workplace free from drug and alcohol abuse. We are required by law to provide a drug-free workplace, to provide specific drug and alcohol testing procedures, and to otherwise identify any individuals who may be abusing drugs or alcohol. There are two important regulations you should know about that govern our company in regards to substance abuse. They are: 1. The Drug-Free Workplace Act: Congress passed this law in It requires our company to maintain a drug-free workplace or risk the loss of Federal Government contracts. In other words, if we fail to keep drug and alcohol abuse out of the Brink s workplace, Brink s could be barred from all government work for up to five years. This would result in the reduction of our workforce. 2. The U.S. Federal Highway Administration Department of Transportation (DOT) Safety Regulations: These include stringent rules aimed at eliminating the threat to highway safety created by drug and alcohol abuse. Included is the requirement that employees subject to the regulations be tested for drug and alcohol abuse on a random basis as well as under certain other circumstances. Brink s employees who possess a Commercial Driver License (CDL) are covered by these regulations and our company is required to provide the necessary drug and/or alcohol testing to continue to operate our business. This booklet describes the actions we all have to take to keep our company free from the potentially disastrous results of drug or alcohol abuse. This booklet covers all Brink s U.S. employees, including those in safety-sensitive positions. A safety-sensitive position is one in which an employee, performing the duties of the position impaired by drugs or alcohol, could create an unreasonable threat to the safety, health or welfare of the public, the employee or his or her coworkers. We have included a section on some common drugs of abuse, as well as a summary of our Brink s Substance Abuse Policy. Brink s Drug Free Workplace Booklet

2 THE PROBLEM OF DRUGS AND ALCOHOL The 2010 National Drug Treatment Assessment determined 8 percent of full-time and 10.2 percent of part-time employees abuse illegal drugs. Additionally, 32% of workers stated a coworker s drug or alcohol use affected their job performance. Since 2005, there s been a 40% jump in employees testing positive for prescription narcotics. These statistics shed some light on the size of the problem facing American industry due to drug and alcohol abuse. Our expectation is that no Brink s employee will abuse drugs or alcohol, but we know that even one employee under the influence of drugs or alcohol can seriously affect the safety of co-employees, customers and the public. There simply is no room at Brink s for substance abuse and we need your help to make sure that our vehicles, branches, offices and employees are free from the influence of drugs and alcohol. Since 1988, Brink s has tested applicants for employment consistent with applicable federal and state laws and has refused to hire applicants who demonstrated evidence of current substance abuse. We believe that all Brink s employees recognize the special nature of our work related to the essential functions of the position; and that access to, or possession of firearms demands a clear head, a sense of integrity and a dedication to security and safety that simply cannot exist when someone is actively involved in drug or alcohol abuse. Brink s is committed to identifying those individuals who abuse drugs and/or alcohol to maximize the safety of co-workers, customers and the public, to the extent practicable and consistent with applicable law. We stand ready to help any employee who voluntarily asks for assistance before his or her abuse is discovered and provide equal employment opportunity to those recovering from past issues. However, any employee who has not voluntarily requested assistance and entered an appropriate rehabilitation program will be removed from employment in accordance with company policy if it is determined that the employee is engaged in current illegal or improper use of drugs and/or the use of alcohol which impairs job performance. COMMON DRUGS OF ABUSE Marijuana Cocaine Opiates (heroin, morphine, codeine) Phencyclidine (PCP, angel dust) Amphetamines (methamphetamines, speed) Alcohol in any form Other drugs or similar substances legally available by prescription or over the counter which, when abused, threaten a person s health and ability to work safely. The federal government has identified the following drugs as controlled substances, which are illegal to use, possess, sell or distribute. The more common illegal drugs are listed below; however, new illegal substances are often introduced into society and into-the workplace. Brink s Drug Free Workplace Booklet

3 ILLEGAL DRUGS 1. Marijuana: Sometimes called weed, grass or pot, marijuana impairs memory and comprehension and slows reaction time. It increases the heart rate and makes concentration difficult. Marijuana causes damage to the lungs and can be a cause of cancer. It can cause permanent damage to the brain and reproductive functions. Symptoms of marijuana use include bloodshot eyes, dry mouth and an irritated throat. Although a growing number of states and jurisdictions have passed measures to partially decriminalize medical and/or recreational marijuana use, it remains illegal under federal law and its use is a violation of Brink s policy. 2. Cocaine: Also called coke, snow, crack, or rock. Cocaine gives the user a temporary feeling of superhuman power, which may impair one s judgment and decisionmaking ability. It stimulates the central nervous system and increases heart rate and blood pressure. Symptoms include stuffy or runny nose and dilated pupils of the eyes. Cocaine is a particularly dangerous chemical which can cause insomnia, loss of appetite and hallucinations. Some users may become aggressive while others may withdraw and have difficulty communicating. 3. Opiates: This group of drugs includes opium, morphine, codeine and heroin. Narcotics are essential in the practice of medicine. They are used to relieve pain and may be included in some cough suppressants. As drugs of abuse, however, they are sniffed, smoked or self-administered by the more direct route of injections. 4. Amphetamines: Also known as speed, crystal meth and ecstasy. Amphetamines are usually found in pill, tablet or powdered form. Users are frequently in a frantic, agitated state. They may be talkative and sometimes belligerent. As the drug wears off, a user may become dizzy and confused and see things that may not exist. 5. Phencyclidine: Commonly called PCP or angel dust, it can produce violent or bizarre behavior in individuals. PCP use affects memory, perception, concentration and judgment. Some users may become aggressive while others may withdraw and have difficulty communicating. In addition to these illegal drugs, there are many other substances that present a real danger. These other substances include over-the-counter and prescription medicine as well as alcoholic beverages. Brink s Drug Free Workplace Booklet

4 OTHER DRUGS 1. Prescribed Medications: These drugs include any substance legally prescribed by a licensed medical practitioner for use by a named individual for reducing the effects of medical symptoms or for the treatment of a specific medical problem. While not illegal, many medications when used by an individual in the prescribed dosage, as well as certain readily available over-the-counter drugs, contain a warning indicating they may cause drowsiness or other side effects. These side effects may impair an employee s ability to perform the job properly and safely and the use of such drugs might cause an accident. Drowsiness, sleepiness or reduced powers of concentration represent a critical situation when job functions include driving a vehicle, handling a loaded weapon or providing security to a fellow employee. Note: To protect your health and your job: A. Don t ever take medicines prescribed for another person; B. If you take any medication, prescribed or not, containing a substance which may impair your ability to perform your job properly and safely, you must report it to your supervisor or branch manager before you begin work. 2. Alcohol or Alcoholic Beverages: Alcohol is a powerful depressant with dangerous side effects. Carelessness, reduced coordination, inability to concentrate, distorted vision and poor judgment are all problems caused by the consumption of alcoholic beverages. Some studies have shown that alcoholic beverages are a factor in 50 percent or more of driving fatalities and may be the leading cause of all accidental injuries. All alcoholic beverages may be dangerous, including beer, wine and liquor. Obviously, the abuse of either illegal or legal substances poses critical concern for us at Brink s. In our business, we are responsible for the custody and safety of the valuable property of others, including large sums of money. The substance abuser can pose a threat to our company s long-standing and hard-won reputation for integrity, safety and security. But even more importantly, we are charged with the safety of our fellow employees, our customers, the general public and ourselves. We drive commercial motor vehicles, we carry loaded firearms and we are responsible for the operations of a company that is entrusted with its customers valuables. If a substance abuser becomes the person behind the wheel or behind the gun, the safety of those for whom we are responsible is greatly endangered. Our company positions are spelled out in the following summary of the Brink s Substance Abuse Testing Policy. Please read it carefully. Brink s Drug Free Workplace Booklet

5 SUMMARY OF THE BRINK S SUBSTANCE ABUSE POLICY As everyone should be aware, the problem of drug and alcohol abuse is widespread, and it has had a dramatic and adverse effect on society, businesses and the personal lives of substance abusers and their families. We are particularly concerned about this issue at Brink s because of the nature of our business. Brink s employees performing their duties while impaired by drugs or alcohol could create a safety or security risk and, at the least, they are unlikely to be able to perform their duties effectively and efficiently. Many Brink s employees are armed, and many use various forms of machinery or equipment, and drive armored commercial motor vehicles. In addition, many Brink s employees are entrusted with our customers valuables on a daily basis. As a result, the potential consequences of allowing an employee to work while impaired by drugs or alcohol are substantial. It is because of these concerns that the Substance Abuse Testing Policy has been implemented. TESTING PROCEDURES Pre-Employment Drug Testing for Applicants: The Policy requires that all applicants for employment will be subject to drug testing. A negative drug test result must be received before the applicant can begin work. Random Drug and Alcohol Testing: The Policy requires that all employees in safety sensitive positions will be subject to random drug and alcohol testing, to the extent permitted by applicable law. Employees who possess a Commercial Driver License will be subject to a separate DOT random testing program. Return From Leave of Absence Drug Testing: The Policy requires that all employees in safety sensitive positions will be subject to drug testing upon return from any leave of absence exceeding 60 calendar days. Post-Vehicle Accident Drug and Alcohol Testing: The Policy requires that employees who are not otherwise required to be tested after a motor vehicle accident by DOT regulations will be required to take drug and alcohol tests after certain motor vehicle accidents in which they have been the driver. Post-Injury Drug and Alcohol Testing: The Policy requires that any employee in a safety sensitive position whose conduct has, in whole or in part, caused injury to himself or herself, or to any other employee, where off-site medical attention is required or where they have been responsible for an on-duty accident resulting in more than minimal damage to company, employee or customer property, will be required to take a drug and alcohol test. This will also be required if the employee has engaged in conduct which has, in whole or in part, caused a fatality. Brink s Drug Free Workplace Booklet

6 Reasonable Suspicion Drug and Alcohol Testing: The Policy requires that all employees will be subject to drug and alcohol testing based on their observed behavior, as determined by management. U.S. Department of Transportation Drug and Alcohol Testing: The Policy requires that CDL holders applying for, or employed in, driver positions will be subject to pre employment drug testing, post-accident drug and alcohol testing, reasonable suspicion drug and alcohol testing and random drug and alcohol testing in accordance with DOT regulations. Employees with a CDL will also be subject to the procedures for return from leave and post injury testing. Depending on the circumstances they may also be subject to reasonable suspicion and post-accident testing under the Policy in certain situations in which they would not be tested under DOT regulations. Consequences of Non-Compliance Employees who test positive for drugs or alcohol, or refuse to be tested, in any of the above circumstances will be terminated from employment. Employees who come forward prior to an incident giving rise to a test, however, and disclose problems with substance abuse, will be provided with assistance to the extent available under Brink s policies. All testing procedures will be conducted in accordance with state, local and federal laws, and any other agreements or regulations governing Brink s employees. Management Discretion Brink s will exercise its discretion in all areas of enforcement of this Policy to preserve its reputation and maintain the honesty, integrity and safety of its employees and the safety of the public, as well as to ensure the quality of the services provided. Brink s exercise of discretion in this regard and any decision rendered as a result, affecting employment or otherwise, shall be final and binding on each person subject to this Policy. Each employee of Brink s acknowledges and understands that the exercise of discretion in the regard by Brink s is a term and condition of employment and continued employment. The following activities are prohibited while an employee is engaged in Brink s business, whether on or off Brink s premises. An employee who engages in such conduct is engaged in misconduct and is subject to disciplinary action, up to and including immediate dismissal. The possession, use, sale, distribution, receipt or transportation of any illegal drug. Being under the influence of illegal drugs or legal drugs or substances improperly taken, or impaired by alcohol (concentration of 0.02 or greater) or legal drugs properly taken but not reported to local Brink s management as required. Brink s Drug Free Workplace Booklet

7 An employee working while a detectable amount of unreported prescription medication and/or drug-like substances or alcohol (concentration of 0.02 or greater) is in his or her system, regardless of whether on or off Brink premises. Failure to report the use of any drug or substance, whether prescribed or not, which may impair the employee s ability, to perform his or her job properly and safely, to the employee s supervisor or the branch manager prior to reporting for duty. The employee will not commence work without receiving appropriate approval. The following actions, occurring on or off duty, are considered to endanger Brink s reputation for honesty, integrity and safety, which is the sum of the personal reputations of its individual employees. An employee who becomes the subject of such actions, therefore, may be subject to disciplinary action, up to and including immediate dismissal. Conviction of criminal offenses related to the possession, use, sale distribution, receipt or transportation of any controlled substances or illegal drugs. Failure to notify Brink s management of any criminal drug statute indictment or conviction no later than five days after such indictment or conviction. Any other actions involving alcohol, controlled and/or illegal drugs or substances that, at the discretion of Brink s management, are determined to jeopardize our reputation for honesty, integrity and safety. VOLUNTARY REQUEST FOR ASSISTANCE Brink s employees who voluntarily request assistance from the Company with respect to a drug or alcohol problem before a test is required, or other event occurs which leads to identification of the problem, may be considered for the following assistance, as determined by management after consulting with the appropriate Human Resources staff and engaging in an interactive process with the employee to determine a potential reasonable accommodation of their circumstances: A. When requested by an employee, Brink s will assist an individual in identifying local medical facilities or agencies that provide treatment or rehabilitation programs. B. Time off from work may be granted for rehabilitation purposes in accordance with the provisions of the Company s leave of absence policies. C. The employee may be eligible for reimbursement of some rehabilitation medical expenses if the Company s Coordinated Health Care Plan or local/applicable HMO Plan covers the expense and the employee is a participant in one of these plans. Brink s Drug Free Workplace Booklet

8 D. The employee may be eligible for return to work upon appropriate medical certification acceptable to Brink s depending upon job classification. A condition of return to work may include further tests as determined by Brink s. Human Resources should be consulted in all cases involving a return to work under these circumstances. COMPLIANCE WITH APPLICABLE LAWS This Policy and all related procedures are expressly intended to be in compliance with applicable federal, state and local laws, in particular, the Americans with Disabilities Act, Family Medical Leave Act and related state and local laws. Further, many states have laws regarding drug and alcohol testing which will be considered in conjunction with the provisions of this Policy. The Human Resources Department should be consulted with respect to the requirements of such jurisdictions. Brink s Drug Free Workplace Booklet