DRUG USE

Illegal drug use, including prescription drug abuse, is not tolerated—zero tolerance on and off the job.

 

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DRUG-USE TESTING

We drug test:

• 100% of potential employees as part of their interview process.
• 100% of our iron workers each year — for their own safety, the safety of there fellow iron workers, and the safety of those on the ground below them.
• We randomly drug test 20% of all other employees each year.
• Any employee we suspect of substance abuse.
• Any employee involved (directly or indirectly) in an on-the-job incident requiring more than first aid, or for which there was extensive property damage, within 32 hours of the incident. If an employee is subject to one of these post-accident drug or alcohol tests, he or she must not consume alcohol until the test is done.

 

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The drug test results we get back from the lab are the employee’s results—the employee is responsible for the results. No amount of excuses will make it otherwise. An employee claiming he or she was at a party where pot was being smoked but he or she didn’t smoke other than as second-hand smoke, is a cute story, but the test results are the test results; there is no second chance. And, in this example, if true, that employee should have found a different party to attend, because now it’s probably going to cost him or her their job.

If the results of an employee’s drug test are positive, Hogan & Associates Construction has the option to offer the employee access to their follow-up program.

The follow-up program is at the discretion of Hogan & Associates Construction and consists of the following:

• The employee must schedule appointments with a counselor through Blomquist Hale. The counseling sessions are free for the employee.
• The employee must follow all recommendations given from their counselor including follow-up appointments.
• The employee will be drug tested monthly for the next 12 months.

If the employee does not follow the instructions from Blomquist Hale or fails any of their drug tests, employment will be terminated immediately.

 

CONSEQUENT DISCIPLINARY ACTION

Any employee who violates this company drug-abuse policy will be subject to disciplinary action, including termination of employment, possible loss of company benefits, and refusal to hire in the case of pre-employment tests.

 

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INSPECTIONS

Hogan & Associates Construction reserves the right to inspect with or without notice, all persons, packages, automobiles, and any other items that come or are brought onto the company premises and job site locations. In addition, all desks, lockers, rooms machines, computers, and other company-purchased items remain the property of Hogan & Associates Construction; and Hogan & Associates Construction reserves the right to inspect them with or without notice.

 

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REASONABLE SUSPICION

When any employee who gives, for any reason, reasonable suspicion that he or she may be under the influence of drugs or alcohol, supervisors will fill out the “Reasonable Suspicion Drug and Alcohol Test" form (on Procore and in the “Forms” section herein) before the test, and within 48 hours of the incident, and turn it into the company’s DPC.

For reasonable suspicion, the employee will not be allowed to return to work until after the results are provided. Employees will be compensated for lost time if the results are negative. If the results are positive the termination date will be the date and time of the test.

In post-accident and reasonable cause situations when alcohol is suspected, a quantitative enzyme diagnostic (QED) or other alcohol screen may be given in addition to the drug test. Such alcohol tests should be performed immediately and must be performed within eight hours of the incident. For employees who must follow DOT guidelines, please refer to the Module available in the Centerville office for drug and alcohol testing options and for types of drugs tested. All testing will be done not only for the presence of drugs and alcohol, but also the presence of a metabolite.

 

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SOCIAL FUNCTIONS

Although alcohol is NOT served at company-sponsored events — such as company parties, groundbreakings, or jobsite lunches — we recognize that employees may attend external industry events like World of Concrete, Procore training, or similar gatherings where alcohol may be available.

In these situations, employees are expected to consume alcohol responsibly and in moderation. Excessive drinking, intoxication, or any form of disruptive behavior will not be tolerated. Professional conduct is expected at all times.

Additionally, employees must not operate a vehicle under the influence. When alcohol is served, the use of safe transportation options — rideshare services, designated drivers, or company-arranged transportation — is strongly encouraged.

 

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PROHIBITIONS on CONTROLLED SUBSTANCES

The unauthorized use, possession, manufacture, distribution, dispensation, or sale of any controlled substance is strictly prohibited on company property, while conducting company business, or while operating or riding in company-provided vehicles.

This includes the storage of controlled substances in any personal or company-assigned space on company premises, such as lockers, desks, vehicles, or other storage areas.

Any controlled substances found on company property may be confiscated and turned over to the appropriate authorities.

 

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ALCOHOL USE

While an employee is free to responsibly use alcohol when not working, such use must be responsibly done and not result in any impairment of ability on the job. If there is any day-after impairment, we maintain the right to render disciplinary action, including termination of employment. And just as for illegal substances, we do not tolerate any alcohol use on the job at all. Period. Zero tolerance.

These rules and protections also apply to all the subcontractors on the site.

 

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PRESCRIPTION AND OVER-THE-COUNTER DRUG USE

Use of prescribed medicines that might impair judgment, reaction time, or physical abilities must be reported to Jared Morgan, Vice President of Human Resources and Safety, prior to any work being done. The failure to report the use of a prescription drug, where a licensed health care practitioner, the pharmacist, or label indicates it may impair the employee’s ability to safely perform their job will be a violation of this policy. Employees who use prescribed medicine must have a current or unexpired prescription that was prescribed within a year of the date of the collection of the test. The prescription must be the employee’s prescription.

Prescription or over-the-counter medications with impairment warnings should not be taken during or before work. An employee undergoing prescribed medical treatment with any drug which may alter his or her physical or mental ability must report this treatment to Hogan & Associates job site superintendent. The Safety Department will determine whether a temporary change in the employee’s job assignment during the period of treatment is warranted.