Substance Abuse

On-the-Job

1. It is a violation of PIC policy for any employee to use, purchase, manufacture, transfer, possess, be under the influence of, or distribute alcohol or any illegal drug while performing PIC related job duties, either on or off PIC premises.

Legal Medication

2. It is a violation of PIC’s policy for any employee to use prescription or over the counter medication in an illegal manner. 
3. If an employee is taking any over-the-counter or prescribed medication, the employee should consult the prescribing medical professional to determine whether the drug may reasonably have an adverse effect on his or her personal safety or job performance while at work. 
   1. If the effects of the medication could reasonably pose a danger or affect judgment, the employee should make his or her supervisor or Human Resources aware of this condition. 
   2. Reasonable efforts will be made to adjust the worker's duties until full, effective, and safe work activities can be resumed. 
   3. If alternate duties are not available, the employee may be subject to provisions of the leave policy.

Drug and Alcohol Testing

4. PIC reserves the right to require a drug and alcohol screening test when there is reasonable suspicion to believe that an employee is under the influence of alcohol or illegal drugs or illegally using prescription medication while at work or on work premises.  The test may be required based on the recommendation of the Executive Director to make that determination. 

Substances Tested and Reported

5. PIC may require testing for 
   1. Marijuana, 
   2. Cocaine, 
   3. Opiates, 
   4. Alternate Opiates, 
   5. Amphetamines, 
   6. Alternate Amphetamines, 
   7. PCP, 
   8. Barbiturates, 
   9. Benzodiazepines 
   10. and Alcohol.  

Refusal to Test, Adulterated or Diluted Samples

6. An employee’s refusal to test when required to do so will be treated the same as a positive test.  The passage of more than 120 minutes between being notified to take a test and arriving at the collection site will be considered a refusal to test.
7. An adulterated sample will be treated the same as a positive test.
8. A diluted sample will result in an immediate re-test.

Waiting for Results

9. After being tested, the employee will be placed on unpaid leave of absence pending the test results. 
   1. If the test results come back negative, the employee will be paid for the loss of scheduled work.
   2.  If the test results come back positive, the employee will not be paid for time loss from work and their employment will be terminated.

Privacy and Rehabilitation

10. To protect the rights of PIC as well as that of the employee, PIC will take reasonable measures to safeguard the privacy of employees in connection with this policy, including storing test results in a locked environment and maintaining the confidentiality of employees who come forward to discuss alcohol or drug use affecting them. 
11. Neither PIC, nor any of its supervisors/managers or other personnel, shall disclose any information regarding the fact of testing or test results to any other employee except supervisors or managers on a need to know basis. 
12. An employee who needs help due to the use of drugs and alcohol is encouraged to voluntarily seek help. 
    1. PIC will cooperate in rehabilitation to the greatest extent reasonably possible, although an employee may still be subject to disciplinary action for unacceptable behavior or policy violations at work. 
    2. The employees’ continued employment may be contingent upon further drug or alcohol testing with negative results.

Compliance with State Law

13. PIC complies with all terms and conditions of drug and alcohol testing set out in AS 23.10.600 et. seq. 
14. Employees may request a copy of the test results within 6 months of the test date by submitting a written request to HR.
15. Within 10 days of a positive test result, an employee may request an opportunity to explain the result to a Medical Review Officer at the testing agency or to PIC by submitting a written request to HR.

Education Program

16. PIC will educate and train its management and supervisors to identify problems and symptoms of drug and alcohol abuse to meet the objective of this policy. PIC will establish and implement a program to inform employees about: 
    1. The dangers of drug and alcohol abuse. 
    2. PIC’s policy of maintaining a drug-free environment. 
    3. Penalties for violations of this policy.

Reporting conviction of illegal drug activity

17. Any employee who is convicted of illegal drug activity, either on or off the job, must report that conviction to HR within 3 days of the conviction.  Such a conviction may be considered to be in violation of this policy. In deciding what action to take, PIC will take into consideration 
    1. the nature of the offense charged, 
    2. the employee's present job assignment, 
    3. the employee's record with PIC, 
    4. the disposition of the charge by law enforcement officials or the courts, and 
    5. other factors, including the impact of the offense charged upon the conduct of PIC business.