DRUG-FREE WORKPLACE

It is the policy of the United Solutions Company to maintain a workplace that is free from the effects of drug and alcohol abuse.

(1) Employees are prohibited from the illegal use, sale, dispensing, distribution, possession, or manufacture of illegal drugs, controlled substances, narcotics, or alcoholic beverages on United Solutions Company premises or work sites. In addition, the United Solutions Company prohibits off-premises abuse of alcohol and controlled substances, as well as the possession, use, or sale of illegal drugs, when these activities adversely affect job performance, job safety, or United Solutions Company’s reputation in the community.

(2) United Solutions Company will not hire, subject to state or local law restrictions, alcoholics, or drug abusers whose current use of those substances prevents them from performing their jobs or who would constitute a direct threat to the property or safety of others. Whenever applicants for employment are to be tested for the presence of illegal drugs or alcohol, they are to be informed in advanced and in writing.

(3) Employees will be subject to disciplinary action, up to and including termination, for violations of this policy. Violations include, but are not limited to, possessing illegal or controlled substances and narcotics or alcoholic beverages at work; being under the influence of those substances while working; using them while working; or dispensing, distributing, or illegally manufacturing or selling them on United Solutions Company’s premises and work sites.

(4) Employees who are convicted of any criminal drug violation occurring in the workplace must report the conviction to the Human Resources Department within five (5) days, and the Human Resources Department will take appropriate action as required by law.

(5) Employees, their possessions, and United Solutions Company-issued equipment and containers under their control are subject to search and surveillance at all times while on United Solutions Company premises or work sites or while conducting United Solutions Company business.

(6) Employees may be asked to take a test at any time to determine the presence of drugs, narcotics, or alcohol, unless the tests are prohibited by law. Employees that agree to take the test must sign a consent form authorizing the test and United Solution Company’s use of the test results for purposes of administering its discipline policy. It is a violation of this policy to refuse consent for these purposes or to test positive for alcohol or illegal drugs. Policy violations will result in discipline and may result in termination. Tests that are paid for by United Solutions Company are the property of United Solutions Company, and the examination records will be treated as confidential and held in separate medical files. However, records of specific examinations, if required by law or regulation, will be made available to the employee, persons designated and authorized by the employee, public agencies, relevant insurance companies, or the employee’s doctor.

(7) Supervisors should report immediately to the Human Resources Department any action by an employee who demonstrates an unusual pattern of behavior. The Human Resources Department will determine whether the employee should be examined by a physician or clinic and/or tested for drugs and alcohol. Employees believed to be under the influence of drugs, narcotics, or alcohol will be required to leave the premises. The Supervisor, Security Officer or Human Resources should be notified to arrange safe transit.

(8) Employees must report their use of over-the-counter or prescribed medications to their Supervisor if the use might impair their ability to perform their job safely and effectively. A determination will then be made as to whether the employee should be able to perform the essential functions of the job safely and properly.

(9) Employees who are experiencing work-related or personal problems relating to drug, narcotic, or alcohol abuse or dependency may request, or be required to seek counseling help. Participation in counseling, including United Solutions Company-sponsored or required counseling, is confidential and should not have any influence on performance appraisals. Job performance, not the fact that an employee seeks counseling, is to be the basis of all performance appraisals.

(10) Any Employee who is abusing drugs or alcohol may be granted a leave-of-absence to undergo rehabilitation treatment. The employee will not be permitted to return to work until certification is presented to the Human Resources Department that the employee is capable of performing his job. Failure to cooperate with an agreed-upon treatment plan may result in discipline up to and including termination. Participation in a treatment program does not insulate an employee from the imposition of discipline for violations of this or other United Solutions Company policies.

(11) United Solutions Company will, to the extent feasible, provide continuing awareness programs about the harmful effects of drug and alcohol abuse.