It is the intent of MMHS to provide a working environment free from the use of drugs and alcohol. MMHS considers the abuse of drugs and/or alcohol on the job to be unsafe and counterproductive. MMHS sees substance abuse as a threat to its staff as well as its Patients/Customers. MMHS has adopted the following policy with regards to the use, possession, or sale of alcohol or drugs at work. All Associates must abide by the terms of this policy if continued employment with MMHS is desired.

All Associates are prohibited from selling, manufacturing, distributing, soliciting, purchasing, using, possessing or reporting to work with the presence of intoxicants, non-prescribed narcotics, hallucinogenic drugs, marijuana, or other controlled substances in their body. The sale, distribution, purchase, use or possession of equipment, products, and materials which are used, intended for use, or designed for use with non-prescribed controlled substances is also prohibited whether on or off the job.

Reporting to or being at work with a measurable quantity of intoxicants, non-prescribed narcotics, hallucinogenic drugs, marijuana or other non-prescribed controlled substances in the blood or urine is a violation of this policy.

Reporting to or being at work with prescribed narcotics in the body is also prohibited where, in the opinion of MMHS, such use prevents the Associate from performing the duties of his/her job, or poses a risk to the safety of the Associate, or other persons or property.

Consistent with this policy MMHS has implemented procedures which provide for drug and alcohol testing under the following circumstances:

A. Pre-employment Drug Testing of All Qualified Applicants
B. Reasonable Suspicion Testing
C. Follow-up Testing
D. Post Automobile Accident Testing
E. Post Injury/Incident Testing
F. Random Testing of Designated MMHS Drivers

If an Associate tests positive he/she will be administratively referred to the Employee Assistance Program (EAP) and may be subject to disciplinary action up to and including discharge. Furthermore, if an Associate is injured in the workplace and refuses to submit to a test for drugs and/or alcohol, the Associate forfeits eligibility for medical and indemnity benefits under workers’ compensation.

Where there is reason to suspect, in the opinion of MMHS that an Associate had used, or is impaired by alcohol or other intoxicants, drugs or narcotics, or is in possession of any alcohol or other intoxicants, drugs, narcotics or equipment, products, or materials which are used, intended for use or designed for use with any non-prescribed drugs or substances, MMHS may search any MMHS property and/or Associate's personal property which has been brought into MMHS property (including, but not limited to, vehicles, handbags, briefcases, etc.) and the Associate may be requested to submit to a search of his/her property by an MMHS representative. The MMHS property covered by this policy includes property of any nature owned, controlled, or used by MMHS, including but not limed to parking lots, offices, desks, file cabinets, lockers, and vehicles. An Associate's refusal to submit immediately to a requested search of his/her property may result in disciplinary action, up to and including discharge.

This policy does not prevent MMHS from disciplining an Associate for any violation of its rules and regulations, which may occur regardless of whether it is in connection with alcohol and/or drug use or abuse. Notwithstanding any other provision of this policy, if MMHS finds that an Associate's use of or involvement with any drug or alcohol has detrimentally affected its interests, the Associate may be discharged immediately.

Nothing in this policy alters the fact that all Associates of MMHS are employed for an indefinite period and that such employment may be terminated with or without cause or notice at the will of either the Associate or MMHS.

Confidentiality of Testing Information
All information, interviews, reports and drug test results, written or otherwise, received by MMHS through a drug testing program are confidential communications. If disciplinary actions are brought under or are related to this policy, MMHS or its agents as well as the laboratory which conducted the test shall have access to the person's testing information when consulting with legal counsel.

Approved MMHS Functions Exception
The use of alcoholic beverages by Associates on MMHS premises may take place during an approved MMHS function. However, the authorization of alcoholic beverages at such functions DOES NOT relieve Associates from the responsibility of exercising moderation and judgement so as not to represent a danger to themselves, other Associates, the general public, or MMHS’ reputation.

Employee Assistance Program
An Associate whose drug and/or alcohol test confirms a violation of this policy, and who has not previously received treatment for drugs or alcohol may be administratively referred to the MMHS EAP. If the Associate refuses treatment or does not comply with the treatment recommended, termination of employment will result.

If, in the course of employment, an Associate enters the EAP, or an alcohol and drug rehabilitation program, the Associate is required to submit to a drug test as follow-up to such program, on a quarterly, semi-annual or annual basis for up to two years as MMHS may determine.

Revised 10/7/98; 2/00, 12/02