Drug and Alcohol Policy
GardaWorld Security Services has a strict policy to maintain a drug-free, healthful and safe workplace. Employees are
required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.
While on GardaWorld Security Services’ premises or our client’s premises, and while conducting company-related
activities off our premises or the premises of our clients, no employee may use, possess, distribute, sell or be under the
influence of alcohol or engage in the unlawful manufacture, distribution, dispensation, possession or use of illegal drugs.
Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment and/or
required participation in a substance abuse rehabilitation or treatment program in order to maintain employment with
GardaWorld Security Services. Such violations may also have criminal consequences.
The legal use of prescribed and over-the-counter drugs is permitted on the job only if it does not impair an employee’s
ability to perform the essential functions of the job effectively and in a safe manner that does not endanger themselves or
other individuals in the workplace.
Marijuana is not to be treated as a prescribed or over-the-counter drug. Marijuana is considered an illegal drug for
purposes of your employment with GardaWorld Security Services and will be treated as such by the Company. Possession
or use of marijuana at any time, regardless of whether an employee possesses a prescription is cause for disciplinary
action up to and including immediate termination.
Operating company vehicles while taking any drugs that impair the driver’s performance is against the law and strictly
prohibited. This includes, but is not limited to illegal drugs, alcohol, prescribed drugs and over-the-counter drugs (such as
antihistamines, cough medications containing alcohol or codeine, etc.).
Employees with questions or concerns about substance dependency or abuse are encouraged to discuss these matters
with their supervisor in order to receive assistance or referrals to appropriate resources in the community.
Employee Drug and Alcohol Testing
GardaWorld Security Services is committed to providing a safe, efficient and productive work environment for all
employees. In keeping with this commitment, employees and job applicants may be asked to provide body substance
samples (e.g., blood, urine, etc.) to detect the use by an employee of marijuana, cocaine, opiates, amphetamines, alcohol,
barbiturates, phencyclidine (PCP) and/or other illegal substances. GardaWorld Security Services will attempt to protect the
confidentiality of all drug and alcohol test results. Drug and alcohol tests will be conducted in any of the following situations
(this policy may vary depending upon applicable laws):
PRE-EMPLOYMENT
As a pre-qualification to assuming any position, prospective employees will be required to provide a body substance
sample for drug and alcohol testing. This test will typically be required within twenty-four (24) hours of an offer of
employment.
REASONABLE SUSPICION TESTING
In cases when an employee’s supervisor or other company superior has reasonable suspicion to believe that the
employee possesses or is under the influence of drugs and/or alcohol and such use or influence may adversely affect the
employee’s job performance, or the safety of the employee or coworkers, alcohol and/or drug screening may be ordered.
The suspicion must be based on any objective symptoms, such as factors related to the employee’s appearance,
behavior, speech and/or other facts. If an employee is on medically prescribed medication that can impact their alertness
or ability to perform their job, it is the employee’s responsibility to advise his supervisor of this fact before he reports to
work.
Testing may also be required if an employee is found to be in possession of physical evidence i.e. drugs, alcohol or
paraphernalia, possibly connected with the use of an illicit drug. Testing may also be required if illicit drugs and/or alcohol
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1699 S Hanley Road, Suite 350, St. Louis, MO 63144
T: 314 644 3227 F: 314 644 5252
are found in the employee’s immediate work area. However, it should be emphasized that the possession of drugs or
alcohol is prohibited whether or not it is determined that the employee also used such substances.
POST MISHAP TESTING
Alcohol and/or drug screening may be required following any work-related accident or any violation of safety precautions
or standards, whether or not any injury resulted from such accident or violation.
RANDOM TESTING
Employees holding safety sensitive positions may be subject to testing at any time on a random basis.
Subject to any limitations imposed by law, a refusal to provide a body substance sample under the conditions described
above may result in disciplinary action, up to and including termination of employment.
Any driver who refuses to be tested under the provisions of United States Department of Transportation regulations will
not be permitted to operate a commercial motor vehicle. Any driver who tests positive for drugs or alcohol will be
immediately disqualified and taken off the road. In cases in which test results are positive, the driver will be advised as to
what substance was discovered.
Questions concerning this policy or its administration should be directed to a Human Resources Manager or the Chief
Human Resources Officer.
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Employee Printed Name Date
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Employee Signature
