FLS Zero Tolerance Policy

Worker Policy

DRUG TEST POLICY OF EMPLOYEES AND INDEPENDENT CONTRACTOR DRIVERS

This policy describes FLS US CORP procedures for conducting random drug testing of employees in its efforts to maintain a safe and drug-free workplace.

During Hiring Process of Employees or Independent Contractor Driver’s

FLS US CORP reserves the right to check background check with your DMV record and a drug test to evaluate any position with FLS US CORP.

Random Selection

FLS US CORP will randomly drug-test employees for compliance with its drug-free workplace policy on a quarterly basis. Random testing means employees will be selected for testing using a computer-based random-number generator. This will result in an equal probability that any employee from the entire group of employees will be tested.

Each quarter, on a day selected by a computer-based random-date generator, the human resources department will pull a random selection of employee names and immediately notify the employees selected for testing. Testing must be completed on the same workday the employee is selected, absent extenuating circumstances such as out-of-town travel. In all circumstances, testing must be completed within 24 hours of selection.

If an employee selected for testing is unavailable for a legitimate reason such as an extended medical absence, human resources will document the circumstances for failure to test.

FLS US CORP has no discretion to waive the selection of an employee selected at random.

Substances Covered by Drug and Alcohol Testing

Employees will be tested for their use of commonly abused controlled substances, which include amphetamines, barbiturates, benzodiazepines, opiates, cannabinoids, cocaine, methadone, methaqualone, phencyclidine (PCP), propoxyphene and chemical derivatives of these substances.

Employees must advise the testing lab of all prescription drugs taken in the past month before the test and must be prepared to show proof of such prescriptions upon request.

Testing Methods and Procedures

All testing will be conducted by a licensed independent medical laboratory, which will follow testing standards established by the state or federal government. Testing will be conducted on a urine sample provided by the employee to the testing laboratory under procedures established by the laboratory to ensure the privacy of the employee, while also protecting against tampering with or alteration of the test results.

Employees will be considered to be engaged at work during the time spent taking a drug test and will be compensated for such time at their regular rate of pay, with the exception of retesting at the request of the employee.

FLS US CORP will pay for the cost of the initial testing, including the confirmation of any positive test result by gas chromatography. The testing lab will retain samples in accordance with state law, so that an employee may request a retest of the sample at his or her own expense if the employee disagrees with the test result.

Refusal to Test

Employees who refuse to submit to a test or who adulterate, dilute or otherwise tamper with a test specimen will be subject to immediate discharge.

Consequences of Positive Test Results

If an employee tests positive on an initial screening test, the employee will be temporarily suspended while the confirmation test is being conducted.

[Option 1:] A positive test result confirmed by a medical review officer of the laboratory will result in termination of employment in accordance with FLS US CORP’s zero-tolerance drug-free workplace policy.

[Option 2:] A positive test result confirmed by a medical review officer of the laboratory will result in disciplinary action, up to and including discharge. Discipline selected by FLS US CORP will depend on a variety of factors, including the prior work record of the employee, the length of employment, the prior accident and attendance record of the employee, the circumstances that led to the testing, and proposals by the employee to address the problem.

All employees have the right to discuss their test results with testing laboratory personnel and [Company Name]. These discussions should be considered confidential except that information disclosed will be communicated to personnel within FLS US CORP or within the laboratory who need to know such information to make proper decisions regarding the test results or regarding the employment of the individual.

Recordkeeping

All records concerning test results will be kept by FLS US CORP in medical files that are maintained separately from employee personnel files. Employees have a right to obtain copies of all test results from the testing laboratory or from FLS US CORP.

Retesting

Employees may request a retest of their positive test results within five working days after notification of a positive test result. This retest is at the expense of the individual, unless the original test result is called into question by the retest.

Where the employee believes that the positive test result was affected by taking lawful or prescribed substances not in violation of company policy, the employee may be suspended without pay pending substantiation of the employee’s claims. Employees will be provided no more than five business days in which to produce this additional information.

FLS US CORP Equal Opportunity Employer Policy (EEO policy statement)
EEO Policy brief & purpose
FLS US CORP equal opportunity employer policy reflects our commitment to ensure equality and promote diversity in the workplace. All of the following policy applies to our employee and independent contractor relationships who drive FLS US CORP customers representing FLS US CORP or under employment with FLS US CORP.

This equal employment or independent contractor opportunity policy is is the pillar of a healthy and productive workplace. Everyone should feel supported and valued to work productively so we are invested in treating everyone with respect and consideration.

Scope
Our equal opportunity employer policy applies to all employees, job candidates, contractors, stakeholders, partners and visitors.

Equal opportunity is for everyone, but it mainly concerns members of underrepresented groups – they’re the ones who are traditionally disadvantaged in the workplace. We don’t guarantee employment or promotions for people in those groups, but we will treat them fairly and avoid discriminating against them either via conscious or unconscious biases.

Policy elements
Being an equal opportunity employer means that we provide the same opportunities for hiring, advancement and benefits to everyone without discriminating due to protected characteristics like:

Age
Sex / Gender
Sexual orientation
Ethnicity / Nationality
Religion
Disability
Medical history
What is an EEO policy?
We built our equal employment opportunity policy around preventive and affirmative actions to ensure fairness in all aspects of employment. These aspects include:

Hiring
Training
Evaluating performance
Administering compensation and benefits
Terminating employees
We also want to make sure that equal opportunity applies to other instances. For example, we don’t retaliate against employees and we are committed to prevent and resolve any kind of harassment against our employees, including sexual harassment.

Our HR department is responsible for assessing our company’s processes and ensuring they are bias-free. Whenever we find biases interfering, we will act immediately to refine our processes, train our people to combat their biases and protect possible victims of discrimination. We will give everyone the chance to work in an environment where their rights are respected.

Actions
To promote equal opportunity, we first ensure we follow EEOC regulations and EEO laws that apply to each part of our company.

We will also take additional actions to promote fairness and diversity as part of our equal employment opportunity policy. We will:

[Use inclusive language in all signs, documents and webpages.]
[Modify structures and facilities to accommodate people with disabilities.]
[Provide parental leave and flexible work arrangement policies.]
[Hire, train and evaluate employees through job-related criteria.]
[Allow employees to take religious or national holidays that aren’t included in our company’s official schedule.]
[Train employees on communication and diversity.]
[Implement open door practices so employees can report discrimination more easily.]
Grievance Procedure
All supervisors and managers are responsible to use equal opportunity practices and make decisions based on objective, non-discriminatory criteria. Everyone should comply with our policy at all times.

If you see or suspect that our EEO policies are being violated, feel free to inform HR immediately. If you suspect that someone is behaving in a wrong way but doesn’t realize it, you could also talk to them directly.

Disciplinary Consequences
When someone discriminates, they will be subject to disciplinary action depending on the severity of their actions. For example, unintentionally offending a coworker might warrant a reprimand, but harassing someone systematically might result in demotion or termination.