> SES Substance Abuse Policy
The Company is vitally interested in maintaining safe, healthful, and efficient working conditions for all of its employees. Being impaired by a drug, including alcohol, while on the job poses unreasonable and unacceptable safety risks not only to the user, but also to the other employees and third parties who may be working with or near the user.
 

 
> Controlled Substances
The use, possession, sale, or distribution of intoxicants, illegal drugs, controlled substances, or related paraphernalia in any manner during working hours or at any time while engaged in Company business, whether on Company or customer property or in Company or customer vehicles, is strictly prohibited. The Company may request involvement of law enforcement agencies and cooperate in the prosecution of offending employees by those agencies.
 

 
> Alcohol
The consumption of alcohol by employees during their working hours is prohibited. The consumption of alcoholic beverages while operating a company vehicle and while engaged in company business is prohibited under this policy and state law, ARS ¤ 4-244. If an employee attends a social function on behalf of the Company where alcoholic beverages are served and if the employee chooses to consume alcohol there, the Company expects the employee to act responsibly as a representative of the Company.
 

 
> Violations and Applications
Violation of this policy constitutes cause for corrective action up to and including immediate termination. This policy applies to any positive result of any drug/alcohol testing an employee is required to undergo as a condition of the employee's continued employment.
 
Employees with questions about this policy or issues related to drug or alcohol use in the workplace should contact their supervisor or Human Resources without fear of reprisal.
 

 
> Controlled Substances
The use, possession, sale, or distribution of intoxicants, illegal drugs, controlled substances, or related paraphernalia in any manner during working hours or at any time while engaged in Company business, whether on Company or customer property or in Company or customer vehicles, is strictly prohibited. The Company may request involvement of law enforcement agencies and cooperate in the prosecution of offending employees by those agencies.
 

 
> SES Substances Abuse Procedure
If we are to continue to fulfill our responsibility to provide reliable and safe service to our customers and a safe work environment for our employees, employees must be physically and mentally fit to perform their duties safely and efficiently. The specific purpose of this procedure is to outline the methods for maintaining a work environment free from the effects of alcohol/drug abuse or other substances that adversely affect the mind or body.
 

 
> Pre-employment Drug Testing
After an offer of employment is made, candidates will be required to submit to a drug screen. Candidates who do not pass the drug test will not be accepted or considered for employment. In the event that the employee is already on the job the employee will be terminated immediately. An employee will be ineligible for rehire for up to one year if the employee receives a positive pre-employment or a tampered test result during the pre-employment process.
 
Any employee who has already had a Company-sponsored drug test within the last six months will be allowed to be rehired without a prescreen test.
 

 
> DOT, Random, For Suspicion, and Post-Accident Testing
DOT: All emp loyees who are required to have a valid commercial driver's license (CDL) will comply with the requirements for alcohol and controlled substances random testing rules of the Department of Transportation.
 
Random: All non-DOT employees are subject to random, periodic medical or physical examination or tests, including urine drug screen. Employees will be selected at random for testing in order to monitor and ensure compliance with this policy. The random selection will be done centrally by Tucson Occupational Medicine and will not be done by individuals within the Company.
 
For Suspicion: At the determination of the responsible area supervisor, superintendent/director or manager, employees may be tested for either alcohol or drug abuse provided one of the following conditions are met:

• If the employee's supervisor has reasonable cause to suspect that the employee is in violation of this policy.
• If the employee's job performance is deficient in a manner which suggests a possible violation of this policy.
• If the position is designated as a safety sensitive and/or high risk occupation.