P2S-HR-EMP-001 Workplace Substance Abuse for Employees1 Employee Training Drug Free Workplace Extracted from information provided by the Office of the Assistant Secretary for Policy U.S. Department of Labor

Protect the health and safety of all employees, customers and the public Safeguard employer assets from theft and destruction Maintain product quality and company integrity and reputation Comply with: – 10 CFR 707 Workplace Substance Abuse Programs at DOE Sites – Drug-Free Workplace Act of 1988 Drug-free Policies exist to: P2S-HR-EMP-001 Workplace Substance Abuse for Employees2

Emotional Aggression Burnout Anxiety Depression Paranoia Denial Substance Abuse Effects Behavioral Slow reaction time Impaired coordination Slowed/slurred speech Irritability Excessive talking Inability to sit still Limited attention span Poor motivation or lack of energy Physical Weight loss Sweating Chills Smell of alcohol P2S-HR-EMP-001 Workplace Substance Abuse for Employees3

Substance Abuse Problems Work-related Employee health Productivity Decision making Safety Employee morale Security Organizational image and community relations P2S-HR-EMP-001 Workplace Substance Abuse for Employees4 Other Accidents or injuries Blackouts Legal problems Poor job performance Family problems Sexual behavior that increases the risk of HIV infection

Written Workplace Substance Abuse Program Random drug test for TDPs (e.g., Clearance Holders) – Rate of 30% per year Administrative procedures – Implementing program DOE Approved Consistent with DHHS mandatory Guidelines Employee and Supervisor training Provisions of 10 CFR 707 Workplace Substance Abuse Programs at DOE Sites P2S-HR-EMP-001 Workplace Substance Abuse for Employees5

Pro2Serve’s Policy The company prohibits the use, possession, sale, distribution, or manufacture of illegal drugs at Pro2Serve company and customer locations, including Federally (US Government) owned or operated locations, or while performing company business at any location. Abiding by the terms of the Pro2Serve WSAP is a condition of employment. P2S-HR-EMP-001 Workplace Substance Abuse for Employees6 The complete Workplace Substance Abuse Program can be found on the InsideP2S Human Resources page:

Disciplinary Action In addition to actions required by federal regulation or contract requirements, within two (2) days of receiving notice of an employee’s positive test result or conviction for an alcohol or drug-related offense, one of the following will be imposed by Pro2Serve: 1) Appropriate personnel action up to and including termination, or 2) An opportunity to participate in the Employee Assistance Program. P2S-HR-EMP-001 Workplace Substance Abuse for Employees7

Disciplinary Action (continued) Disciplinary action will be determined based on a variety of factors including but not limited to the following: case-by-case review, severity of incident, nature of damage, past performance, willingness for rehabilitation, and type of job. In cases where rehabilitation is offered to and accepted by the employee, unannounced testing for the next 12 months of employee return-to-duty may be conducted. P2S-HR-EMP-001 Workplace Substance Abuse for Employees8

Disciplinary Action (continued) If an employee refuses to consent to a required drug or alcohol test or personal search, a determination of a confirmed positive test will result, which will be considered cause for disciplinary action up to and including termination, even for a first offense. The individual failing to cooperate shall be treated in all respects as if he or she had been tested and had been determined to be under the influence of or in possession of an illegal drug, controlled substance, or alcohol. P2S-HR-EMP-001 Workplace Substance Abuse for Employees9

An Employee Assistance Program (EAP) can help employees decide what to do if they have a problem with alcohol or other drugs Conversations with an EAP are confidential EAP benefits available to employees and their families EAP services are available 24 hours a day, 7 days a week Employee Assistance Program P2S-HR-EMP-001 Workplace Substance Abuse for Employees10 Pro2Serve’s EAP Freckman & Associates or (615)

Community hotlines Self-help groups such as Alcoholics Anonymous, Narcotics Anonymous, Al- Anon, etc. Community mental health centers Private therapists or counselors Addiction treatment centers Additional help may be available P2S-HR-EMP-001 Workplace Substance Abuse for Employees11

Problems will not be made public Conversations with an EAP professional - or other referral agent - are private and will be protected All information related to performance issues will be maintained in his/her personnel file Information about referral to treatment will be kept separately EAP records are separate from personnel records and can be accessed only with a signed release from the employee EAP professionals are bound by a code of ethics to protect the confidentiality of the employees and family members that they serve Confidentiality P2S-HR-EMP-001 Workplace Substance Abuse for Employees12

There are clear limits on when and what information an EAP professional can share and with whom Information about treatment for addiction or mental illness is not a matter of public record and cannot be shared without a signed release from the employee If an employee chooses to tell coworkers about his/her private concerns, that is his/her decision When an employee tells his/her supervisor something in confidence, supervisors are obligated to protect that disclosure Confidentiality (continued) P2S-HR-EMP-001 Workplace Substance Abuse for Employees13

Disclosure of child abuse, elder abuse and serious threats of homicide or suicide as dictated by state law Reporting participation in an EAP to the referring supervisor Reporting the results of assessment and evaluation following a positive drug test Verifying medical information to authorize release time or satisfy fitness-for-duty as specified in company policy Revealing medical information to the insurance company in order to qualify for coverage under a benefits plan There are limits on confidentiality P2S-HR-EMP-001 Workplace Substance Abuse for Employees14