Common use of SUBSTANCE ABUSE POLICY Clause in Contracts

SUBSTANCE ABUSE POLICY. The Company and the Union recognize the importance of maintaining a safe, productive and efficient work environment, and the dangers the use or abuse of alcohol, drugs and/or controlled substances can create in the electrical contracting industry. They can impair the ability of employees to perform job responsibilities and can also increase the potential for work-related accidents and other failures that may pose serious safety and health risks to employees, co-workers, customers and the general public. Therefore, bargaining unit employees shall be subject to the Company’s Drug and Alcohol Free Workplace Policy to the fullest extent allowed by law. To help ensure a substance-free workplace, all job applicants, subject to applicable laws and customer contract requirements, will be required to pass a drug screen before beginning work. A positive test result, a diluted test result or a refusal to test will result in the revocation of any job offer that has been extended to the job applicant and ineligibility for future employment with ST. XXXXXXX ELECTRIC, for a period of not less than six (6) months. Employees covered by this Agreement are subject to drug and alcohol testing under the following circumstances, where permitted by law: reasonable suspicion, post-accident, return-to-duty, fitness for duty, post- rehabilitation, and random. A diluted test result or a refusal to test will be treated the same as a positive test result and will subject the employee to disciplinary action up to and including termination of employment. An employee’s decision voluntarily to seek substance abuse assistance prior to being identified as having violated the Company’s Drug and Alcohol Free Workplace Policy will not be used as the basis for disciplinary action. On the other hand, seeking treatment will not lessen or prevent the imposition of disciplinary action where an individual has violated this policy and where the Company learns of the violation from sources other than voluntary disclosure.

SUBSTANCE ABUSE POLICY. The Company and the Union recognize the importance of maintaining a safe, productive and efficient work environment, and the dangers the use or abuse of alcohol, drugs and/or controlled substances can create in the electrical contracting industry. They can impair the ability of employees to perform job responsibilities and can also increase the potential for work-related accidents and other failures that may pose serious safety and health risks to employees, co-workers, customers and the general public. Therefore, bargaining unit employees shall be subject to the Company’s Drug and Alcohol Free Workplace Policy to the fullest extent allowed by law. To help ensure a substance-free workplace, all job applicants, subject to applicable laws and customer contract requirements, will be required to pass a drug screen before beginning work. A positive test result, a diluted test result or a refusal to test will result in the revocation of any job offer that has been extended to the job applicant and ineligibility for future employment with ST. XXXXXXX ELECTRICDC ELECTRIC GROUP, INC., for a period of not less than six (6) months. Employees covered by this Agreement are subject to drug and alcohol testing under the following circumstances, where permitted by law: reasonable suspicion, post-accident, return-to-duty, fitness for duty, post- rehabilitation, and random. A diluted test result or a refusal to test will be treated the same as a positive test result and will subject the employee to disciplinary action up to and including termination of employment. An employee’s decision voluntarily to seek substance abuse assistance prior to being identified as having violated the Company’s Drug and Alcohol Free Workplace Policy will not be used as the basis for disciplinary action. On the other hand, seeking treatment will not lessen or prevent the imposition of disciplinary action where an individual has violated this policy and where the Company learns of the violation from sources other than voluntary disclosure.

SUBSTANCE ABUSE POLICY. The Company and the Union recognize the importance of maintaining a safe, productive and efficient work environment, and the dangers the use or abuse of alcohol, drugs and/or controlled substances can create in the electrical contracting industry. They can impair the ability of employees to perform job responsibilities and can also increase the potential for work-related accidents and other failures that may pose serious safety and health risks to employees, co-workers, customers and the general public. Therefore, bargaining unit employees shall be subject to the Company’s 's Drug and Alcohol Free Workplace Policy to the fullest extent allowed by law. To help ensure a substance-free workplace, all job applicants, subject to applicable laws and customer contract requirements, will be required to pass a drug screen before beginning work. A positive test result, a diluted test result or a refusal to test will result in the revocation of any job offer that has been extended to the job applicant and ineligibility for future employment with ST. XXXXXXX LIFFEY ELECTRIC, INC., for a period of not less than six (6) months. Employees covered by this Agreement are subject to drug and alcohol testing under the following circumstances, where permitted by law: reasonable suspicion, post-accident, return-to-duty, fitness for duty, post- rehabilitation, and random. A diluted test result or a refusal to test will be treated the same as a positive test result and will subject the employee to disciplinary action up to and including termination of employment. An employee’s 's decision voluntarily to seek substance abuse assistance prior to being identified as having violated the Company’s 's Drug and Alcohol Free Workplace Policy will not be used as the basis for disciplinary action. On the other hand, seeking treatment will not lessen or prevent the imposition of disciplinary action where an individual has violated this policy and where the Company learns of the violation from sources other than voluntary disclosure.

SUBSTANCE ABUSE POLICY. The Company and the Union recognize the importance of maintaining a safe, productive and efficient work environment, and the dangers the use or abuse of alcohol, drugs and/or controlled substances can create in the electrical contracting industry. They can impair the ability of employees to perform job responsibilities and can also increase the potential for work-related accidents and other failures that may pose serious safety and health risks to employees, co-workers, customers and the general public. Therefore, bargaining unit employees shall be subject to the Company’s Drug and Alcohol Free Workplace Policy to the fullest extent allowed by law. To help ensure a substance-free workplace, all job applicants, subject to applicable laws and customer contract requirements, will be required to pass a drug screen before beginning work. A positive test result, a diluted test result or a refusal to test will result in the revocation of any job offer that has been extended to the job applicant and ineligibility for future employment with ST. XXXXXXX ELECTRICYUNEX, LLC, for a period of not less than six (6) months. Employees covered by this Agreement are subject to drug and alcohol testing under the following circumstances, where permitted by law: reasonable suspicion, post-accident, return-to-duty, fitness for duty, post- rehabilitation, and random. A diluted test result or a refusal to test will be treated the same as a positive test result and will subject the employee to disciplinary action up to and including termination of employment. An employee’s decision voluntarily to seek substance abuse assistance prior to being identified as having violated the Company’s Drug and Alcohol Free Workplace Policy will not be used as the basis for disciplinary action. On the other hand, seeking treatment will not lessen or prevent the imposition of disciplinary action where an individual has violated this policy and where the Company learns of the violation from sources other than voluntary disclosure.

SUBSTANCE ABUSE POLICY. The Company and the Union recognize the importance of maintaining a safe, productive and efficient work environment, and the dangers the use or abuse of alcohol, drugs and/or controlled substances can create in the electrical contracting industry. They can impair the ability of employees to perform job responsibilities and can also increase the potential for work-related accidents and other failures that may pose serious safety and health risks to employees, co-workers, customers and the general public. Therefore, bargaining unit employees shall be subject to the Company’s Drug and Alcohol Free Workplace Policy to the fullest extent allowed by law. To help ensure a substance-free workplace, all job applicants, subject to applicable laws and customer contract requirements, will be required to pass a drug screen before beginning work. A positive test result, a diluted test result or a refusal to test will result in the revocation of any job offer that has been extended to the job applicant and ineligibility for future employment with ST. XXXXXXX ELECTRICSIEMENS MOBILITY, INC., DBA SIEMENS ITS, for a period of not less than six (6) months. Employees covered by this Agreement are subject to drug and alcohol testing under the following circumstances, where permitted by law: reasonable suspicion, post-accident, return-to-duty, fitness for duty, post- rehabilitation, and random. A diluted test result or a refusal to test will be treated the same as a positive test result and will subject the employee to disciplinary action up to and including termination of employment. An employee’s decision voluntarily to seek substance abuse assistance prior to being identified as having violated the Company’s Drug and Alcohol Free Workplace Policy will not be used as the basis for disciplinary action. On the other hand, seeking treatment will not lessen or prevent the imposition of disciplinary action where an individual has violated this policy and where the Company learns of the violation from sources other than voluntary disclosure.

SUBSTANCE ABUSE POLICY. The Company and the Union recognize the importance of maintaining a safe, productive and efficient work environment, and the dangers the use or abuse of alcohol, drugs and/or controlled substances can create in the electrical contracting industry. They can impair the ability of employees to perform job responsibilities and can also increase the potential for work-related accidents and other failures that may pose serious safety and health risks to employees, co-workers, customers and the general public. Therefore, bargaining unit employees shall be subject to the Company’s Drug and Alcohol Free Workplace Policy to the fullest extent allowed by law. To help ensure a substance-free workplace, all job applicants, subject to applicable laws and customer contract requirements, will be required to pass a drug screen before beginning work. A positive test result, a diluted test result or a refusal to test will result in the revocation of any job offer that has been extended to the job applicant and ineligibility for future employment with ST. XXXXXXX ELECTRICDC Electric Group, Inc., for a period of not less than six (6) months. Employees covered by this Agreement are subject to drug and alcohol testing under the following circumstances, where permitted by law: reasonable suspicion, post-accident, return-to-duty, fitness for duty, post- rehabilitation, and random. A diluted test result or a refusal to test will be treated the same as a positive test result and will subject the employee to disciplinary action up to and including termination of employment. An employee’s decision voluntarily to seek substance abuse assistance prior to being identified as having violated the Company’s Drug and Alcohol Free Workplace Policy will not be used as the basis for disciplinary action. On the other hand, seeking treatment will not lessen or prevent the imposition of disciplinary action where an individual has violated this policy and where the Company learns of the violation from sources other than voluntary disclosure.

SUBSTANCE ABUSE POLICY. The Company and the Union recognize the importance of maintaining a safe, productive and efficient work environment, and the dangers the use or abuse of alcohol, drugs and/or controlled substances can create in the electrical contracting industry. They can impair the ability of employees to perform job responsibilities and can also increase the potential for work-related accidents and other failures that may pose serious safety and health risks to employees, co-workers, customers and the general public. Therefore, bargaining unit employees shall be subject to the Company’s Drug and Alcohol Free Workplace Policy to the fullest extent allowed by law. To help ensure a substance-free workplace, all job applicants, subject to applicable laws and customer contract requirements, will be required to pass a drug screen before beginning work. A positive test result, a diluted test result or a refusal to test will result in the revocation of any job offer that has been extended to the job applicant and ineligibility for future employment with ST. XXXXXXX ELECTRICBEAR ELECTRICAL SOLUTIONS, INC., for a period of not less than six (6) months. Employees covered by this Agreement are subject to drug and alcohol testing under the following circumstances, where permitted by law: reasonable suspicion, post-accident, return-to-duty, fitness for duty, post- rehabilitation, and random. A diluted test result or a refusal to test will be treated the same as a positive test result and will subject the employee to disciplinary action up to and including termination of employment. An employee’s decision voluntarily to seek substance abuse assistance prior to being identified as having violated the Company’s Drug and Alcohol Free Workplace Policy will not be used as the basis for disciplinary action. On the other hand, seeking treatment will not lessen or prevent the imposition of disciplinary action where an individual has violated this policy and where the Company learns of the violation from sources other than voluntary disclosure.

SUBSTANCE ABUSE POLICY. The Company and the Union recognize the importance of maintaining a safe, productive and efficient work environment, and the dangers the use or abuse of alcohol, drugs and/or controlled substances can create in the electrical contracting industry. They can impair the ability of employees to perform job responsibilities and can also increase the potential for work-related accidents and other failures that may pose serious safety and health risks to employees, co-workers, customers and the general public. Therefore, bargaining unit employees shall be subject to the Company’s Drug and Alcohol Free Workplace Policy to the fullest extent allowed by law. To help ensure a substance-free workplace, all job applicants, subject to applicable laws and customer contract requirements, will be required to pass a drug screen before beginning work. A positive test result, a diluted test result or a refusal to test will result in the revocation of any job offer that has been extended to the job applicant and ineligibility for future employment with STDC ELECTRIC GROUP, INC. XXXXXXX ELECTRIC, for a period of not less than six (6) months. Employees covered by this Agreement are subject to drug and alcohol testing under the following circumstances, where permitted by law: reasonable suspicion, post-accident, return-to-duty, fitness for duty, post- rehabilitation, and random. A diluted test result or a refusal to test will be treated the same as a positive test result and will subject the employee to disciplinary action up to and including termination of employment. An employee’s decision voluntarily to seek substance abuse assistance prior to being identified as having violated the Company’s Drug and Alcohol Free Workplace Policy will not be used as the basis for disciplinary action. On the other hand, seeking treatment will not lessen or prevent the imposition of disciplinary action where an individual has violated this policy and where the Company learns of the violation from sources other than voluntary disclosure.