ALCOHOL AND DRUG-FREE WORKPLACE

Dunn Tire is committed to providing employees with a work environment that is free of the problems associated with the use and unlawful possession of controlled substances or alcohol. We are also responsible for providing our customers with quality service at reasonable costs in a safe and efficient manner. As a condition of employment with our company, all employees are required to fully comply with the provisions of this policy.



DEFINITION OF CONTROLLED SUBSTANCES

"Controlled substances" are defined as those drugs listed in Schedules I through V of Section 202 of the federal Controlled Substances Act, 21 U.S.C. 812, and include, but are not limited to: marijuana, cocaine (including "crack" and other cocaine derivatives), morphine, codeine, phenobarbital, heroin, amphetamines, and many barbituates.


UNAUTHORIZED PRESENCE OF CONTROLLED SUBSTANCES

The unauthorized use, sale, purchase, possession, distribution, dispensation, formulation, manufacture, or transfer of controlled substances on non-working time to the extent such actions impair an employee's ability to perform his/her job or otherwise adversely affects the company's business interests.


ALCOHOL IN THE WORKPLACE

The use, sale, possession, distribution, dispensation, formulation, manufacture, or transfer of alchohol on company property, in company vehicles or while on company business is strictly prohibited. Further prohibited is the reporting to work under the influence of alchohol.



POST-OFFER / PRE-EMPLOYMENT TESTING

Dunn Tire reserves the right to conduct post-offer / pre-employment testing for certain positions within the company as determined by management.


FOR CAUSE TESTING

If there is reasonable cause to indicate that an employee has consumed, or is under the influence of controlled substances or alcohol at work, the employee may be required to undergo testing. Refusal to consent to such a test may result in immediate termination.

Reasonable cause is defined as, but not limited to, the following:

• Involvement in a preventable on-the-job accident or injury.

• Documented on-going performance problems such as, but not limited to: unexpected frequent absences, pattern of absences, tardiness, failure to follow directions;

• Involvement in a vehicular accident.

• Observable physical signs and symptoms.

• Presence of drug/alcohol paraphenalia.

VIOLATION OF POLICY

Employees who violate this policy will be subject to disciplinary action, up to and including termination.


FOR MORE INFORMATION

For more information on our Drug-Free policy, please contact our Director of Human Resources.