As a condition of your employment and continued employment with Curtiss Ryan Honda, Inc., the Company requires you to comply with its Drug and Alcohol Policy. The policy is set forth below. Please acknowledge that you understand and agree to comply with it at the bottom of this form.
Drug and Alcohol Policy
Curtiss Ryan Honda (“the Company”) is committed to providing a safe, productive and drug-free work environment. The use of alcohol and controlled substances in violation of legal mandates in the workplace is inconsistent with the behavior expected of employees, subjects all employees and visitors to unacceptable safety risks, adversely affects job performance, discredits the dealership and undermines its ability to operate effectively and efficiently. Given the foregoing, the Company has adopted the following policy. We require all employees to fully cooperate with this policy.
The unlawful use, manufacture, distribution, dispensation, possession, purchase, or sale of illicit or non-prescribed drugs, medical marijuana or alcohol in the workplace or while engaged in Company business or Company vehicles is strictly prohibited. The distribution, sale, purchase, use, or possession of equipment, products, and materials which are used, intended for use, or designed for use with non-prescribed and/or controlled substances (including medical marijuana) is also prohibited while on Company property, in its vehicles or during working hours. In addition, reporting to work or being at work under the influence of alcohol, medical marijuana, illegal, or illicit drugs or being “hung over” is a violation of Company policy. Such conduct (including the excessive use of alcohol) is also prohibited during non-working time to the extent that it impairs an employee’s ability to perform his or her job or is in violation of any applicable federal, state, or local law. Such conduct is also prohibited during non-working time when an employee is driving a company owned vehicle (including but not limited to a demonstrator vehicle) or a customer’s vehicle.
The legal use of prescription drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job safely and effectively.
Employees are required to report any suspected violation of this policy to their immediate supervisor or the General Manager.
Violations of this policy may lead to disciplinary action, up to and including termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. The Company has no obligation to permit an employee who has violated this policy to participate in a substance abuse rehabilitation or treatment program.
The Company recognizes that some of its employees may be medical marijuana patients. If an employee is a qualified medical marijuana patient, he/she shall notify their immediate supervisor or the General Manager immediately and present the Company with a copy of one’s medical marijuana card. If an employee ceases being a qualified medical marijuana patient at any time while employed, he/she must immediately notify the Company.
Connecticut’s medical marijuana law does not permit employees to be under the influence of marijuana while at work. Employees who are qualified medical marijuana patients are prohibited from being under the influence of marijuana during work time and/or while on Company premises and/or on Company business and/or when operating Company or customer vehicles. Likewise, such employees may not manufacture, distribute, dispense, possess, purchase, or sell marijuana in the workplace or while engaged in Company business. All marijuana use must be limited to non-work hours and comply with applicable law. Failure to comply with this policy and/or applicable law will result in disciplinary action, up to and including termination.
Pre-employment Drug and Alcohol Screening
All individuals applying for employment with the Company will be required to submit to a drug and/or alcohol screening test before commencement of employment. Any job applicant who refuses to consent in writing to these tests will not be considered by the Company for employment. A positive test result may be used as a basis to disqualify the applicant for employment with the Company.
Reasonable Suspicion Drug and Alcohol Testing
When in management’s opinion there is a reasonable basis to believe that an employee is under the influence of or impaired by alcohol, medical marijuana, or drugs not prescribed to them by a physician, or has reported to work or is at work with alcohol, illegal or illicit drugs in his or her system, the employee will be relieved of duty and will be required to submit to a drug and/or alcohol screen in compliance with all applicable federal, state, and local laws to test for the presence of alcohol or drugs in the system. Results of the analysis will be reviewed by an appropriate Medical Review Officer (MRO) prior to final determination of a positive result.
Employees are advised that management expects all Company employees to ensure any Company employee who appears to be impaired/ under the influence does not drive. Employees who appear to be impaired /under the influence may be taken for an immediate drug test and the Company reserves the right to call law enforcement and/or take the employee’s keys.
If an employee suspected of being under the influence of drugs or alcohol refuses to submit to a blood test, urinalysis, or other diagnostic test, or if there is evidence which in the opinion of the Company or the testing laboratory indicates that the blood or urine sample has been altered, substituted, or tampered with in any way, or if an employee is found to test positive for drugs or alcohol, the employee will be subject to disciplinary action up to and including discharge in accordance with federal, state and local laws.
ACKNOWLEDGEMENT REGARDING POLICY
I have received Curtiss Ryan Honda’s Drug and Alcohol Policy. By signing below, I acknowledge that I have read it, understand it and agree to comply with it.
You will receive confirmation after we have received your application.