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Please Read Enesco LLC’s Drug-Free Workplace Policy


 

DRUG AND ALCOHOL TESTING

It is Enesco's desire to provide a drug-free, healthful, and safe workplace. To promote this goal, associates are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.

While on Enesco premises and while conducting business-related activities off Enesco premises, no associate may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of alcohol may be permitted under authorized circumstances approved by management. The legal use of prescribed drugs is permitted on the job effectively and in a safe manner that does not endanger other individuals in the workplace.

All new applicants to whom a job offer has been made are required to undergo drug screen urinalysis before their hiring is final.

Drug screen urinalysis testing of current associates will be conducted only under the following circumstances:

•·         When an associate's supervisor and second witness have a reasonable suspicion that the associate is intoxicated or under the influence of drugs or alcohol. "Reasonable suspicion" is a belief based on articulable observations sufficient to lead a prudent supervisor to suspect that the associate is under the influence of drugs or alcohol (e.g., slurred speech, alertness, lack of coordination, alcohol on breath, inability to walk a straight line).

•·         When an associate is found in possession of suspected illicit drugs or alcohol or when suspected illicit drugs or alcohol are found in an area controlled exclusively by the associate, such as the associate's locker or workstation.

•·         All associates going to the clinic for medical attention due to work-related injury/illness will be tested for drug and/or alcohol use.

Violations of the policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.

Associates with questions or concerns about substance dependency or abuse are encouraged to use the resources of the Employee Assistance Program. Associates with drug or alcohol problems that have not resulted in, and are not the immediate subject of, disciplinary action may request approval to take a Family Medical Leave and to participate in a rehabilitation or treatment program through Enesco's health insurance benefit coverage.

This policy became effective June 1, 1995 for all new applicants. This memorandum is intended for communication purposes only as the terms of this policy are available in the Human Resources Department.

SUMMARY OF DRUGS WHICH MAY ALTER OR AFFECT A DRUG TEST

The following is a list of all drugs (described by brand name, common name, and/or chemical name) for which the employer may test. Also listed and identified are those most common medications, which may alter or affect a drug test:

  • Alcohol (booze, drink)
  •  Amphetamines (Binhetamine, Desoxyn, Dexedrine)
  • Cannabinoids (marijuana, hasish, has, hash oil, pot, joint, roach, spleaf, grass, weed, reefer)*
  •  Cocaine (coke, blow, nose candy, snow, flake, crack)
  • Phencyclidine (PCP, angel dust, hog)
  •  Methaqualone
  •  Opiates (opium, dover's powder, paregoric, parepectolin)
  •   Barbituates (Phenobaribital, Tuinal, Amytal)
  • Benzodiazophines (Ativan, Azene, Clonopin, Dalmane, Diazepam, Halcion, Librium, Poxipam, Restoril, Serax, Tranxene, Valium, Vertron, Xanax)
  •  Methodone (Dolophine, Methadose)
  •  Propoxyphene (Darvocet, Darvon N, Dolene)
  •  Metabolites of any substance listed above

* unless legalized by state law

Revised 2/16/07

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