Scribd Logo
Upload

Welcome to Scribd!

  • 143 views

    Draft - DRUG-FREE WORKPLACE POLICY AND PROGRAM

    Uploaded by

    Maria Monica Tajon
    Element Renewables Group adopted a drug-free workplace policy and program to comply with Philippine law. The policy prohibits drug use, possession, sale, and presence in employees' systems while at work. It requires pre-employment and random drug testing. Employees who test positive are referred for treatment and rehabilitation. The policy also provides drug education and promotes employee wellness. Non-compliance will result in administrative penalties or dismissal depending on the offense. Management will periodically monitor the policy to ensure a drug-free workplace.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd

    Draft - DRUG-FREE WORKPLACE POLICY AND PROGRAM

    Uploaded by

    Maria Monica Tajon
    143 views4 pages
    Element Renewables Group adopted a drug-free workplace policy and program to comply with Philippine law. The policy prohibits drug use, possession, sale, and presence in employees' systems while at work. It requires pre-employment and random drug testing. Employees who test positive are referred for treatment and rehabilitation. The policy also provides drug education and promotes employee wellness. Non-compliance will result in administrative penalties or dismissal depending on the offense. Management will periodically monitor the policy to ensure a drug-free workplace.

    Original Title

    draft_DRUG-FREE WORKPLACE POLICY AND PROGRAM

    Copyright

    © © All Rights Reserved

    Available Formats

    DOC, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Element Renewables Group adopted a drug-free workplace policy and program to comply with Philippine law. The policy prohibits drug use, possession, sale, and presence in employees' systems while at work. It requires pre-employment and random drug testing. Employees who test positive are referred for treatment and rehabilitation. The policy also provides drug education and promotes employee wellness. Non-compliance will result in administrative penalties or dismissal depending on the offense. Management will periodically monitor the policy to ensure a drug-free workplace.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    143 views4 pages

    Draft - DRUG-FREE WORKPLACE POLICY AND PROGRAM

    Uploaded by

    Maria Monica Tajon
    Element Renewables Group adopted a drug-free workplace policy and program to comply with Philippine law. The policy prohibits drug use, possession, sale, and presence in employees' systems while at work. It requires pre-employment and random drug testing. Employees who test positive are referred for treatment and rehabilitation. The policy also provides drug education and promotes employee wellness. Non-compliance will result in administrative penalties or dismissal depending on the offense. Management will periodically monitor the policy to ensure a drug-free workplace.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 4

    OPERATING POLICIES & GUIDELINES

    Title: DRUG-FREE WORKPLACE POLICY AND Office Policy No. ERG-2022-003-Original


    PROGRAM

    Scope: Effectivity:

     This policy shall be applicable to all employees [Date signed]


    of the Energy Renewables Group.

    Prepared by: Approved by:

    Maria Monica Tajon Frederick E. LaCroix


    HR and Admin Officer President and CEO

    Reviewed by: Date signed:

    Scarlet San Luis


    Finance Manager

    In compliance with Article V of Republic Act No. 9165, otherwise known as the Comprehensive
    Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations and DOLE Department Order
    No. 53-03, series of 2003 (Guidelines for the Implementation of a Drug-Free Workplace Policies and
    Programs for the Private Sector), Element Renewables Group (ERG) hereby adopts the following policies
    and programs to achieve a drug-free workplace:

    1. POLICIES

    Element Renewables Group (ERG) explicitly prohibits:

     The use, possession, solicitation for, or sale of dangerous drugs on company premises or while
    performing an assignment.
     Possession, use, solicitation for, or sale of dangerous drugs away from the company premises, if
    such activity or involvement adversely affects the employee's work performance, the safety of the
    employee or of others, or puts at risk the company's reputation.

     The presence of any detectable amount of dangerous drugs in the employee's system while at
    work, while on the premises of the company, or while on company business. "Dangerous
    Drugs" include those listed in the Schedules annexed to the 1961 Single Convention on Nar-
    cotic Drugs, as amended by the 1972 Protocol, and in the Schedules annexed to the 1971 Sin-
    gle Convention on Psychotropic Substances as enumerated in the attached annex of R.A. 9165.

    2. PROGRAMS

    2.1 MANDATORY DRUG TEST


    2.1.1 To ensure that only those qualified shall be screened and recruited to prevent the detrimental
    effects (e.g. lower productivity; poor decision making; increased accidents; more compen-
    sation claims; and reduced team effort) which drug use and abuse may cause in the work-
    place, the conduct of mandatory drug test shall be required for pre-employment in a duly ac-
    credited drug testing center by the Department of Health (DOH).
    2.1.2 Element Renewables Group (ERG) may also conduct drug testing under any of the follow-
    ing circumstances:
    2.1.2.1 RANDOM TESTING: Officer/employees may be selected at random for drug testing
    at any interval determined by the Company.
    2.1.2.2 FOR-CAUSE TESTING: The company may ask an officer/employee to submit to a
    drug test at any time it feels that the employee may be under the influence of drugs, in-
    cluding, but not limited to, the following circumstances: evidence of drugs on or about
    the employee's person or in the employee's vicinity, unusual conduct on the employee's
    part that suggests impairment or influence of drugs, negative performance patterns, or
    excessive and unexplained absenteeism or tardiness.
    2.1.2.3 POST-ACCIDENT TESTING: Any officer/employee involved in a “Near- Miss” in-
    cident or “Work Accident” under circumstances that suggest possible use or influence
    of drugs may be asked to submit to a drug test. As defined herein, “Near-Miss” means
    an incident arising from or in the course of work which could have led to injuries or fa-
    talities of the workers and/or considerable damage to the employer had it not been cur-
    tailed. “Work Accident” refers to unplanned or unexpected occurrence that may or
    may not result in personal injury, property damage, work stoppage or interference or
    any combination thereof of which arises out of and in the course of employment.

    2.1.3 All drug tests shall employ, among others, two (2) testing methods, the screening test which
    will determine the positive result as well as the type of the drug used and the confirmatory
    test which will confirm a positive screening test. Where the confirmatory test turns positive,
    the company’s Assessment Team shall evaluate the results and determine the level of care
    and administrative interventions that can be extended to the concerned employee.

    2.1.4 Element Renewables Group (ERG) shall inform the officer/employee who was subjected to
    a drug test of the test results whether positive or negative.

    2.1.5 All costs of drug testing shall be borne by Element Renewables Group (ERG).

    3. TREATMENT, REHABILITATION, AND REFERRAL

    3.1 An officer/employee who, for the first time, is found positive for drug use, shall be referred for
    treatment and/or rehabilitation in a DOH accredited center. For this purpose, Element Renewables
    Group (ERG) shall provide a list of at least three (3) accredited facilities that an employee who
    tested positive for drugs may choose from.

    3.2 Following rehabilitation, the company’s Assessment Team, in consultation with the head of the
    rehabilitation center, shall evaluate the status of the drug-dependent employee and recommend to
    the employer the resumption of the employee’s job if he/she poses no serious danger to his/her co-
    employees and/or the workplace.

    3.3 All costs for the treatment and rehabilitation of the drug-dependent employee shall be charged to
    his account. The period during which the employee is under treatment or rehabilitation shall be
    considered as authorized leaves.

    3.4 Repeated drug use even after ample opportunity for treatment and rehabilitation shall be dealt with
    the corresponding penalties under R.A. 9165 and is a ground for dismissal.

    4. ADVOCACY, EDUCATION, AND TRAINING

    4.1 Element Renewables Group (ERG) undertakes to increase the awareness and education of its
    officers and employees on the adverse effects of dangerous drugs through continuous advocacy,
    education, and training programs/activities for all its officers and employees.

    4.2 To encourage all officers and employees to lead a healthy lifestyle while at work and at home,
    Element Renewables Group (ERG) undertakes to conduct the following activities as often as
    possible:

    4.2.1 Lifestyle assessment programs on health nutrition, weight management, stress management,
    alcohol abuse, smoking cessation, and other indicators of risk diseases;

    4.2.2 Health wellness screenings (e.g. blood pressure and heart rate, cholesterol test, blood
    glucose, etc.);

    4.2.3 Sports, recreational and fun-game activities; and,

    4.2.4 Other activities promoting health and wellness.

    5. ROLES, RIGHTS, AND RESPONSIBILITIES OF EMPLOYER AND EMPLOYEES

    5.1 Element Renewables Group (ERG) shall ensure that the workplace policies and programs on the
    prevention and control of dangerous drugs, including drug testing, shall be disseminated to all
    officers and employees. The employer shall obtain a written acknowledgment from the
    employees that the policy has been read and understood by them.

    5.2 Element Renewables Group (ERG) shall maintain the confidentiality of all information relating to
    drug tests or to the identification of drug users in the workplace; exceptions may be made only
    where required by law, in case of overriding public health and safety concerns; or where such
    exceptions have been authorized in writing by the person concerned.
    5.3 All officers and employees shall enjoy the right to due process, the absence of which will render
    the referral procedure ineffective.

    6. CONSEQUENCES OF POLICY VIOLATIONS

    6.1 Any officer or employee who uses, possesses, distributes, sells or attempts to sell, tolerates, or
    transfers dangerous drugs or otherwise commits other unlawful acts as defined under Article II of
    RA 9165 and its Implementing Rules and Regulations shall be subject to the pertinent provisions
    of the said Act.

    6.2 Any officer or employee found positive for use of dangerous drugs shall be dealt with
    administratively in accordance with the provisions of Article 282 of Book VI of the Labor Code
    and under RA 9165.

    7. MONITORING AND EVALUATION

    The implementation of these policies and programs shall be monitored and evaluated periodically by
    management to ensure a drug-free workplace. For this purpose, an Assessment Team shall be constituted in
    accordance with D.O. 53- 03.

    8. EFFECTIVITY

    The provisions of these policies and programs shall t ake effect immediately and shall be made known
    to every employee.

    You might also like