This policy is applicable to all Company employees and applicants.
American Cement Company, LLC (ACC) is committed to providing a safe and drug-free environment for our customers and employees. With this goal in mind and because of the serious drug abuse problem in today’s workplace, we have established the following policy. This policy is implemented pursuant to the Drug-Free Workplace Policy requirements under Florida Statute § 440.102. You may obtain a copy of the statute by calling the Customer Service Center at (850) 413-1601. ACC encourages employees to voluntarily seek help with drug and alcohol problems.
Only with approval of an Executive Officer, at events associated with official company business, may employees exercise moderation and judgment in the consumption of alcohol so as not to represent a danger to themselves, other employees, the general public, or the company’s reputation.
Any violations of this policy are subject to disciplinary action up to and including termination.
This policy was created and implemented in 2007. All employees were given 60 days’ notice of intent to implement this policy. All applicants and new employees will be provided with a copy of this policy. The policy will be posted in a highly visible area in all work locations.
The drug use prohibitions and the testing procedures provided for under this Policy may involve the following drugs:
Methaqualone Methadone (Dolophine)
Cocaine (coke, crack)
Any employee who must use a prescription drug that causes adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) should inform their Supervisor or Manager that they are taking such medication on the advice of a physician. Employees are responsible for informing their Supervisor of the possible side effects of the drug on performance and expected duration of use. If the prescription drug could cause production or safety problems, a Supervisor or Manager may assign the employee to different duties during the duration or use.
ACC utilizes various locations of the following certified laboratory to conduct drug testing as well as in-house testing:
U.S. HealthWorks Corporate Office
25124 Springfield Court
Valencia, CA 91355
The Medical Review Officer (MRO) at the Leesburg location (most frequently used) is Donald Bucklin, MD, MRO.
To ensure that drugs and alcohol do not enter or affect the workplace, ACC reserves the right to conduct reasonable searches of all vehicles, containers, lockers, purses, bags, clothing, pockets, wallets, lunch boxes, briefcases, desks, workstations, or other items on ACC property in furtherance of this policy. Individuals may be requested to display personal property for visual inspection upon ACC’s request.
All personal property searches will take place only in the employee’s presence. All searches under this policy will occur with the utmost discretion and consideration for the employees involved. Searches for the purposes described herein will be conducted when ACC has reasonable suspicion that the employee has violated this policy and that evidence of such misconduct may be found during the search.
One of the goals of our drug-free workplace is to encourage employees to voluntarily seek help with alcohol and/or drug problems. If, however, an individual violates the policy, the consequences are serious.
In the case of applicants, if he or she violates the drug-free workplace policy, the offer of employment will be withdrawn. The applicant may reapply after one year and must successfully pass a pre-employment drug test.
Any employee that violates this policy will be subject to immediate dismissal and may forfeit his/her eligibility for all ACC workers’ compensation medical and indemnity benefits as well as unemployment benefits.
Failure to consent to a reasonable search of items on ACC property will be grounds for dismissal or reason for denial to ACC premises.
Any employee who tests positive may be terminated immediately.
An employee will be subject to the same consequences of a positive test if he/she refuses the test, adulterates or dilutes the specimen, substitutes the specimen with that from another person or sends an impostor, will not sign the required forms or refuses to cooperate in the testing process in such a way that prevents completion of the test.
Any employee who is convicted of a criminal drug violation in the workplace must notify Human Resources within five (5) calendar days of the conviction.
All information received by the organization through the drug-free workplace program is confidential communication. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and management policies. The only exceptions to this are: 1) when such a release is compelled by a hearing officer or a court of competent jurisdiction, and 2) for determining qualification for unemployment compensation benefits.
Any prescription or nonprescription medications currently or recently used that may alter or affect drug test results should be confidentially reported to the drug tester/Medical Review Officer (MRO) before and/or after being tested.
A list of the most common medication, by brand name or common name, as well as by chemical name, which may affect or alter a drug test, is attached to this document. This will allow the donor to provide necessary information to the drug tester/MRO to properly analyze the test results.
An employee or job applicant who is notified by a Medical Review Officer (MRO) of a positive confirmed test result may contest the result to the MRO within 5 working days after receiving notification of the test result. If the employee’s or job applicant’s explanation or challenge is unsatisfactory to the MRO, the MRO shall report a positive test result back to the employer.
The employee or job applicant has the right to consult with the MRO for technical information regarding prescription and/or nonprescription medications.
The employee or job applicant has 180 days after receiving written notification of a positive test result, to have the sample retested at his or her expense at another licensed or certified laboratory chosen by the employee or job applicant.
An employee or job applicant has the responsibility to notify the testing laboratory of any administrative or civil action initiated pursuant to the law under Section 440.102 of the Florida Statutes in order to ensure that the laboratory retains the specimen.
ACC recognizes that alcohol and drug abuse and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees, our drug-free workplace policy:
A safe and productive drug-free workplace is achieved through cooperation and shared responsibility. Both employees and management have important roles to play. All employees are required to not report to work or be subject to duty while their ability to perform job duties is impaired due to on- or off-duty use of alcohol or other drugs.
Download pdf copy of the Drug Free Workplace Policy.