STATEMENT OF PURPOSE
Cook Plumbing Corporation (the “Company”) recognizes the problems of substance abuse in society and in the workplace. Substance abuse poses a serious threat to our employees, others with whom we work on job sites, and the public generally. It is also an obstacle to the profitable, efficient and safe operation of our business. Through this policy, we hope to combat the problems associated with substance abuse by creating a drug free workplace.
Our substance abuse policy seeks to balance our respect for individual privacy with our need to keep a safe, productive, drug free environment. Our intention is to prevent substance abuse and promote its treatment. We encourage those who illegally use drugs or who abuse alcohol to seek help in overcoming their problem.
With these basic objectives in mind, the Company has established the following program and policies for a drug and alcohol free workplace.
Nothing in this program or policy is intended, nor should it be construed, as creating any rights (contractual or otherwise) in any individual, nor any obligations or duties on the part of the company. While the Company believes wholeheartedly in the plans, policies and procedures described, it is committed to reviewing them continually, and reserves the right to change, or to terminate or deviate from them at any time. Nothing in this program is intended, nor should it be construed, as requiring “cause” for termination or as otherwise altering in any manner the at-will nature of the employment relationship.
EMPLOYEE ASSISTANCE PROGRAM
The Company is aware that many personal or health problems can and do interfere with an employee's ability to perform on the job. These problems may include emotional and mental disorders, family and marital difficulties, abuse of alcohol or drugs, etc.
Employees whose job performance problems are not related to a lack of skill may be in need of the attention of professionals. If the underlying problems or situations are ignored, they may worsen with time, eventually rendering the person unemployable. With proper treatment, many troubled employees can be restored to a satisfactory level of job performance.
To help avoid this waste of human resources, the Company offers an Employee Assistance Program (EAP) for employees and their dependents as part of its employee services. The EAP provides confidential evaluation, referral and short-term counseling at no cost to employees whose personal or health problems are interfering with their job performance. Confidentiality is assured. Information regarding the nature of the personal problem will be made available to Supervisor/Facilitators only on a "need to know" basis.
The purposes and practices of the Company's disciplinary rules and the role of the EAP are distinctly separate in their applications. An employee's decision to seek prior assistance from the EAP will not be used as the basis for disciplinary action and will not be used against the employee in any disciplinary proceeding. On the other hand, the fact that an employee has been using the EAP will not be a defense to the imposition of disciplinary action where facts showing a violation of the Company rules are obtained outside the EAP.
Through the EAP, the Company will provide appropriate evaluation and referral to rehabilitation, treatment or counseling. Employees undergoing such treatment will be granted leave with a conditional return to work depending on successful completion of the appropriate treatment regimen.
Except as otherwise required by law, the cost of the substance abuse treatment itself is the responsibility of the employee. However, the individual's medical expense benefit plan may cover all or a part of this cost.
It is the responsibility of each employee to seek assistance before disciplinary action. Once a violation of the Company’s rules has come to the Company’s attention, subsequently using the EAP or other outside agencies on a voluntary basis will not necessarily lessen disciplinary action and may, in fact, have no bearing on the determination of appropriate disciplinary action.