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EMPLOYEE PROTECTIONS SRA is committed to fair and equitable application of this policy,therefore,managers are to use and apply all aspects of this policy in an unbiased and impartial manner. 1. It is not the responsibility of the manager to determine if substance abuse has or has not occurred.The manager's duty is to determine if there is reasonable suspicion and if the safety- sensitive employee is"fit for duty". 2. If the opinion of the manager is that the employee is considered"unfit for duty,"the manager,in coordination with another manager,will determine if the employee should be tested for drugs and/or alcohol.The employee will be sent home by a safe mode of transportation,accompanied,if necessary,by management. Depending on the determination of the observed impairment,the employee may be referred to a facility for an evaluation,and will not be allowed to drive. 3. If an employee suspects another employee is"unfit for duty",they should report their observation or concern to a manager immediately. 4. A supervisor who knowingly disregards the requirements of this policy,or who deliberately misuses the policy shall be subject to disciplinary action,up to and including termination. 5. An employee,who fails to immediately notify a supervisor of any criminal drug statute conviction, a finding of guilt,whether or not adjudication is withheld,or the entry into a diversionary program in lieu of prosecution,shall be subject to immediate removal from safety-sensitive functions and disciplinary action up to and including termination. 6. An employee reporting for work,unfit for duty, as defined above,or is unable to properly perform work duties due to conduct that would violate this policy will, at a minimum,be suspended without pay and may be subject to further disciplinary action up to and including termination. 7. The consequences of a positive drug test include the possible denial of workers' compensation benefits pursuant to the Workers' Compensation Act§440.102,Florida Statutes. REQUIRED BACKGROUND CHECKS In compliance with 49 CFR Part 40.25, SRA must make a good faith effort to obtain drug and alcohol test records from prior DOT covered employer(s)for the previous two (2)years for all applicants seeking safety-sensitive positions and all current employees transferring into safety- sensitive positions. 1. Each applicant or transferee is required to provide written consent allowing the release of such information from previous DOT covered employers to SRA. 2. An applicant/transferee who refuse to provide written consent will not be permitted to perform safety-sensitive functions for SRA. 3. Safety-sensitive applicants/transferees who previously failed a DOT pre-employment test must provide proof of successful completion of a Substance Abuse Professional's evaluation and treatment program in addition to their submission to a pre-employment drug test with a negative result prior to their employment into a safety-sensitive function. Credentials, 132