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Drug and Alcohol Policy

Purpose
At the MCON Group of Companies, we are committed to maintaining a safe, healthy, and productive work environment for all employees. In compliance with the Drug-Free Workplace Act of 1988, this Drug and Alcohol Policy outlines our expectations and guidelines regarding the use of alcohol, drugs, and controlled substances on company premises and during work hours.

Scope
This policy applies to all employees, contractors, and visitors on MCON premises or while conducting company business off-site.

Policy Guidelines

  1. Prohibited Substances
    Employees are strictly prohibited from using, possessing, distributing, selling, or being under the influence of illegal drugs, controlled substances, or alcohol while on company premises, operating company vehicles, or during work hours.
  2. Prescription and Over-the-Counter Medications
    Employees who take prescription or over-the-counter medication that may impair their ability to perform work safely must inform their supervisor or HR. While these medications are permitted, employees are responsible for verifying that their use does not impair their job performance or jeopardize safety.
  3. Drug and Alcohol Testing
    To ensure a drug-free workplace, MCON may conduct drug and alcohol testing in the following situations:

    • Pre-Employment: Candidates may be required to pass a drug test as part of the hiring process.
    • Reasonable Suspicion: If there is a reasonable suspicion that an employee is under the influence of drugs or alcohol at work, the employee may be required to submit to testing.
    • Post-Accident: Employees involved in workplace accidents will be required to submit to testing to determine if drugs or alcohol were a contributing factor.
    • Random Testing: Random testing may be conducted to maintain compliance with this policy and ensure a safe workplace.
  4. Consequences of Policy Violations
    Any violation of this policy will be treated as a serious matter. Consequences may include:

    • Disciplinary action, up to and including termination of employment.
    • Referral to a drug and alcohol rehabilitation program (at the company’s discretion).
    • Legal action, if applicable.
  5. Employee Assistance
    MCON encourages employees struggling with substance abuse to seek assistance. The company offers an Employee Assistance Program (EAP) or may assist employees in finding a reputable rehabilitation program. Employees are encouraged to voluntarily seek help without fear of punitive action.
  6. Confidentiality
    All information regarding drug and alcohol testing, results, and treatment will be kept confidential and maintained in compliance with applicable laws.