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Drug-Free Workplace

General Statement of Policy

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Tres  Management is  committed  to  providing  a  safe  and  productive  work  environment  for  its employees  and  Consultants. As  such,  Tres  Management is  a  drug-free  workplace,  and  we prohibit the use of illegal drugs, prescription medication without a prescription, or alcohol during work hours. If an employee or Consultant comes to work under the influence of drugs or alcohol or  uses  drugs  or  alcohol  during  work  time,  the  employee or  Consultant will  be  disciplined  in accordance to the policy up to and  including termination of employment or termination of any Consulting  Agreement.    Tres  Management also  prohibits  the  manufacturing,  possession, distribution and consumption of controlled substances per the Drug Free Workplace Act of 1988. 
To  enforce  Tres  Management’s  Drug  Free  Workplace  Policy,  employees,  applicants,  and Consultants may be tested pursuant to the testing policy below. All employees and Consultants will  be required to review the policy and sign as  having received  and reviewed the policy as a condition  of  continued  employment,  or  in  the  case  of  Consultants,  as  a  continuation  of  the Consulting Agreement. 
 

Testing
The company retains the right to require the following tests:
 Pre-employment: All  applicants  must  pass  a  drug  test  before  beginning  work  or after receiving  a  conditional offer  of  employment. Refusal  to  submit  to testing  will  result  in disqualification of further employment consideration. 

 Reasonable suspicion: Employees  and  Consultants  are  subject  to  testing  at  any  time when there are reasons to believe an  individual may be under the  influence of drugs or alcohol, including, but not limited to, the following circumstances: ​
 

• Drugs  or  alcohol  on  or  about  the  individual’s  person  or  in  the  individual’s vicinity;

• Conduct on the individual’s part that suggests impairment or influence of drugs or alcohol;

• A report of drug or alcohol use while at work or on duty;

• Information  that  an  individual has  tampered  with  drug  or  alcohol  testing  at  any time; Negative performance patterns; or

• Excessive or unexplained absenteeism or tardiness.

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 Post-accident: Individuals are  subject  to testing when the  individual or  another  person has sustained an injury while at work in which the individual was involved, or when the individual has been involved in the damage to property or equipment. 
 

 Random:  The  Company  may  request  or  require  an  individual or  all  members  of  an employment classification group to undergo drug or alcohol testing at random.
 

 Scheduled, fitness for duty, return from leave, and other periodic testing:  The Company may require employees to undergo drug or alcohol testing as part of a routinely scheduled employee fitness-for-duty medical exam, or upon an employee’s return to duty from  a  leave  of  absence,  or  as  part  of  a  routinely  schedule  testing  program  that  is  in writing.
 

 Follow-up:  Individuals who  are  returning  to  work  following  a  positive  test  or participating in a drug or alcohol dependency program may be tested without warning for up to 2 years following the individual’s return to work.

Consequences
Applicants and Consultants who refuse to cooperate in a drug test or who test positive will not be hired.
Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated. Consultants who refuse to cooperate in required tests or who use, possess, buy, sell,  manufacture or dispense an  illegal drug in violation of this policy will have their contract terminated. The  first  time  an  employee  tests  positive  for  alcohol  or  illegal  drug  use  under  this  policy,  the result will be discipline up to and including discharge. The first time a Consultant tests positive for alcohol or illegal drug use under this policy, the result may be termination of the Consulting Agreement.
Employees will  be  paid  for  time  spent  in  alcohol/drug testing  and  then suspended pending the 
results  of  the  drug/alcohol  test.  After  the  results  of  the  test  are  received,  a  date/time  will  be 
scheduled to discuss the results of the test; this  meeting will  include a member of management 
and Human Resources. Should the results prove to be negative, the employee will receive back 
pay for the times/days of suspension.
 

Confidentiality
Information  and  records  relating  to  positive  test  results,  drug  and  alcohol  dependencies  and 
legitimate  medical  explanations  provided  to  the  medical  review  officer  (MRO)  shall  be  kept confidential  to the  extent  required  by  law  and  maintained  in  secure  files  separate  from  normal 
personnel files. 
 

Inspections
Tres Management reserves the right to inspect all portions of  its premises  for drugs, alcohol or other contraband. All employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline up to and including discharge. Consultants who possess such contraband  or  refuse  to  cooperate  in  such  inspections  are  subject  to having  their  Consulting Agreement terminated.
 

Crimes Involving Drugs
Tres  Management prohibits  all  employees and  Consultants from  manufacturing,  distributing, dispensing, possessing or using an illegal drug in or on company premises or while conducting company  business.  Employees  and  Consultants  are  also  prohibited  from  misusing  legally prescribed  or  over-the-counter  (OTC)  drugs.  Law  enforcement  personnel  shall  be  notified,  as appropriate, when criminal activity is suspected.