Samson Royal Jones

I have been working ever since I was 13 and love working it is such a great hobby for me and it's such a blessing I thank God for blessing me with the skills and abilities that I have learned and adapted to and I would love to further in my workmanship with any company that would have me so thanks and y'all take care and be safe.

• Scope – Statement of Philosophy
• Our company has a strong commitment to provide a safe work place and to establish programs promoting high standards of employee health, safety and productivity. While our company will not intrude into the personal lives of employees, we do recognize that abuse of controlled substances on or off the job will adversely affect job performance. Employees are required to be in appropriate mental and physical condition for work and to perform their jobs satisfactorily. Seeking voluntary assistance for drug and alcohol related problems would not in itself subject an employee to disciplinary action. This policy statement is a posted notice for all employees to read and understand.
• Purpose
• The purpose of these work rules is as follows:
• To establish and maintain a safe, healthy working environment for all employees.
• To reduce the possibility of accidental injury to persons or property.
• To reduce absenteeism, tardiness, and indifferent job performance.
• To follow all applicable state, federal, and local requirements, including federal Department of Transportation regulations governing drivers of commercial motor vehicles.
• Definitions
• Alcohol or alcoholic beverage-Defined as any beverage that may be legally sold as alcohol. This includes, but is not limited to, fermented malt beverages, intoxicating liquor and wine.
• Alcohol concentration -Breath alcohol concentration is defined in terms of grams of alcohol per 210 liters of breath as indicated by an evidential breath test. For example, .04 grams of alcohol in 210 liters of expired deep lung air are analogous to a blood alcohol concentration of .04.
• Alcohol use-The ingestion of a given amount of alcohol produces the same blood alcohol concentration in an individual regardless of where it comes from. Therefore, consumption of any substance containing alcohol, including such things as cough syrups and liquor-filled chocolates, are considered alcohol use.
• Substance abuse professional-Only substance abuse professionals may perform some functions outlined in the rules. Under the rules, such professionals include licensed physicians, limited to medical doctors and doctors of osteopathy; licensed or certified psychologists, social workers, employee assistance professional, and alcohol and drug abuse counselors defined by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission.
• Drug -Means any substance other than alcohol, which is capable of altering the mood, perception, pain level, or judgment of the individual consuming it, and which is recognized as a drug.
• Prescription Drug / Prescribed Medication -Means a drug prescribed by a licensed practitioner, and used in the manner, combination, and quantity prescribed, by the person for whom the drug is prescribed.
• Controlled Substance-Means any item listed in Schedule I through V of the Federal Controlled Substance Act. Such substances include, but are not limited to:
• MARIJUANA
• OPIATES
• AMPHETAMINES
• COCAINE
• CRACK PHENCYCLIDINE
• NARCOTICS, BARBITURATES
• STIMULANTS, DEPRESSANTS
• ALL OTHER SUBSTANCES THAT ALTER PERCEPTION OR IMPAIR PHYSICAL OR MENTAL PERFORMANCE
• Additionally, this includes ALCOHOL in one's body above the legal limits of individual states.
• As used in this Policy, controlled substances also include any substance, the use, possession, or sale of which is illegal under Federal or State law, and any substance which cannot be purchased over the counter and which is not prescribed and being used under the supervision of a physician.
• Medical review officer” or “MRO”
• Means a licensed physician with knowledge of substance abuse disorders, laboratory testing, chain of custody, collection procedures, the ability to verify positive, confirmed test results, and the necessary medical training to interpret and evaluate a positive test result in relation to the person’s medical history or any other relevant biomedical information.
• Policy Statement
• Prohibited Conduct
• The manufacture, distribution, dispensation, possession, consumption or use of a controlled substance on our Company premises or that of our client’s, including vehicles, parking lots, while on Company business, during working or non-working hours, is prohibited and will subject the employee to immediate discharge.
• Any employee who uses, possesses, or is under the influence of alcohol or controlled substance, whether legal or illegal, while on Company or client premises, including parking lots and vehicles, or while on Company business, during working or non-working hours is subject to discharge.
• It is the responsibility of each employee to promptly notify his or her supervisor of the use of any prescribed medication which may affect judgment, performance, behavior, or safety. When an employee does not comply with this requirement, a physician’s prescription will not be an acceptable excuse for the use or possession of a controlled substance and the employee will be subject to immediate discharge. Moreover, no prescription drugs shall be brought upon our company or the companies’ clients’ premises of building or property by any person other than the person for whom the drug is prescribed by a licensed practitioner, and shall be used in the manner, combination and quantity prescribed.
• Any employee convicted of violating any criminal drug statute which violation occurred on Company or client premises, including parking lots and vehicles, or while on Company business, during working hours or under circumstances that adversely affect job performance, or our Company or client’s reputation, will be subject to immediate discharge.
• Testing Circumstances:
• When will the company test employees?
• Pre-Placement
• Our company may conduct a drug test of all applicants (after the applicant receives a conditional offer of employment) and employees prior to placing on a project.
• Failure to submit to pre-placement testing will be grounds to deny employment.
• Test results must be returned negative in order to be determined acceptable for employment. If an applicant tests positive, the conditional offer of employment shall be withdrawn.
• Reasonable Cause
• Our company will conduct a drug and alcohol test when reasonable cause exists to suspect an employee has reported to work impaired or has used alcohol or other drugs while on company property. Reasonable cause shall be determined by a supervisor, and where based upon visual observation.
• A supervisor shall be deemed to have reasonable cause to order a drug and alcohol test when an employee:
• Exhibits excessive absenteeism, tardiness, or unacceptable work performance.
• Is found to possess drugs, alcohol, or drug paraphernalia or when such alcohol or drugs are found in an area controlled or used by the employee.
• An employee undergoing a test under this subsection will be suspended immediately pending the outcome of the tests.
• Post-Accident (See our separate Post-Accident Alcohol and Drug Testing Policy)
• Action and Consequences on Test Results
• Negative Test Results
• If the results of a drug and alcohol test are negative, the employee will be reinstated with authorization from the M.R.O., with no loss of seniority.
• Positive Test Results
• For all employees
• The decision whether to suspend an employee, and the length of any suspension will be determined by our company after consultation with the EAP counselor on the best course of rehabilitation.
• Confidentiality
• Our company will maintain the highest standards for confidentiality for all records and information concerning alcohol and drug dependencies. The Human Resource Director/Supervisor or designee will keep all information relating to tests confidential. Non-employees, contractors, vendors, and agencies that disclose unauthorized information will be subject to legal recourse.
• All of our company’s designated laboratories, Medical Review Officers, and medical facilities will keep all records and information concerning alcohol and drug testing results confidential.
• Closing Statements about Policy
• It is not the intention of this policy to restrict the normal life activities of employees who by circumstance of position or job activity, may be called to work unexpectedly. Employees are encouraged to use good judgment about performing any work activities if they are called to work unexpectedly after consuming alcoholic beverages. If this is the case, employees may decline to return to unscheduled work if they feel that they are in any way impaired.
• Nothing in this statement of policy should be interpreted as constituting a waiver of management’s responsibility to maintain discipline, or the right to take disciplinary measures in the case of poor performance or misconduct. In addition, the company has the right to carry out reasonable inspections, based on reasonable suspicion of individuals and personal effects, including, but not limited to, lockers, desks, lunch boxes, purses, and private vehicles, if parked on the company premises.