34.02.01.I1 Drug and Alcohol Abuse and Rehabilitation Programs

2.1 Illicit Drug Policy: TTI prohibits the use, sale, attempted sale, conveyance, distribution, manufacture, cultivation, dispensation, purchase, attempted purchase, and possession of illicit drugs at any time and in any amount or in any manner. Illicit drugs include all drugs, intoxicants, or controlled substances for which possession is illegal under federal or state law, including prescription drugs for which the individual does not have a valid prescription.

2.2 Prescription Drug Policy: TTI prohibits the use of prescription medications for which the employee does not have a valid prescription, and the use of prescription medication in a manner inconsistent with the prescription or in a manner which inhibits the employee’s ability to safely perform their job duties.

2.3 Alcohol Policy: The purchase, consumption, and possession of alcoholic beverages in facilities under the control of TTI must in all respects comply with state laws and with guidelines as defined in System Policy 34.02 and 34.03.

2.4 Failure to comply with this rule may result in disciplinary action, up to and including termination. An employee who violates any state or federal law pertaining to controlled substances, illicit drugs, or the use of alcohol may be subject to prosecution in accordance with the law. Legal sanctions for violation of local, state, and federal laws may include, but not be limited to, fines, probation, jail, or prison sentences.

2.5 If an employee is found to be in violation of this rule and is not terminated, the employee may be permitted to return to work if:

• The employee successfully completes an evaluation by a qualified professional.
• The employee signs a Return-to-Work Agreement, which includes requirements to return to duty and follow-up testing. If the employee tests positive or refuses to submit to testing during this required period, the employee will be terminated. The Return-to-Work Agreement may contain other requirements and provisions at TTI’s discretion, including successful completion of a treatment program. Any cost of rehabilitation over and above that paid for by any applicable healthcare plan must be borne by the employee.

• It is the responsibility of each employee to report suspected violations of this rule to their direct supervisor and to the Human Resources Office immediately.
• It is the employee’s responsibility to seek assistance before an alcohol or drug problem leads to disciplinary action. An employee who is found to have violated this rule will be subject to discipline, up to and including termination. The employee will not be permitted to seek rehabilitation in lieu of discipline but may be required to participate in rehabilitation as a condition of continued employment.
• An employee’s decision to seek voluntary help will not be used as a basis for disciplinary action. For a decision to seek help to be considered voluntary, it must occur before an employee is discovered to have violated this rule in any manner.

5.1 Employees who are required to have a CDL must comply with Federal Highway Administration and Department of Transportation regulations and will be tested as required for 1) pre-employment, 2) post-accident, 3) reasonable suspicion 4) random and 5) return-to-duty and follow up. TTI Human Resources Office will make arrangements for such testing to be done at a certified laboratory.

5.2 Employees who are required to have a CDL are required to be randomly tested. To comply, TTI requires all affected employees and job applicants to provide a urine specimen for drug testing, and/or a breath sample for alcohol testing, and/or another type of specimen requested by a DOT-certified collection agent for the purpose of determining the presence of drugs and/or alcohol. Agreeing to such testing, providing such samples, and fully cooperating in the testing process are mandatory conditions of employment or continued employment with TTI.

The Human Resources Office will be responsible for notifying the employee’s supervisor and the supervisor will be responsible for assuring the employee goes to the designated laboratory in a manner consistent with the requirements of CFR 49 Part 40. Records of all test results will be maintained in the Human Resources Office.

5.3 If an employee tests positive, the Human Resources Office will notify the supervisor to discuss disciplinary options. Following a positive test result:

• The employee will be removed immediately from the safety sensitive job functions.
• The employee will be referred to a substance abuse professional and/or – disciplinary action will be taken up to immediate termination. Any refusal to cooperate will result in termination. If an employee is retained, federal DOT guidelines will be used with respect to assessment, treatment, return to duty, and follow-up testing. If retained, any additional positive test will result in termination.