Drug & Alcohol Policy 2018


 

2018 Drug & Alcohol Policy

Prepared for:  

Prepared on: 

 

Rochester City Lines/Richfield Bus Company

 

Effective as of 01/01/2018

 

Adopted by:  Stan Holter  (General Manager-Richfield Bus Company)

 

Adopted by:  Daniel Holter (General Manager-Rochester City Lines)

 

Date Adopted:     11/14/2017                                

Last Revised:        04/01/2014

 

Table of Contents

  1. Purpose of Policy....................................................................................................................... 3
  2. Covered Employees................................................................................................................... 3
  3. Definitions……………………………………………………………………………………………………………………………………..4
  4. Prohibited Behavior................................................................................................................... 6
  5. Consequences for Violations...................................................................................................... 7
  6. Treatment/Discipline Zero Tolerance…….……………………………………………………………………………………….7
  7. Circumstances for Testing.......................................................................................................... 7
  8. Testing Procedures………………………………………………………………………………………………………………………10
  9. Test Refusals........................................................................................................................... 11
  10. Voluntary Self-Referral............................................................................................................. 12
  11. Prescription Drug Use ............................................................................................................. 12
  12. Contact Personnel………………………………………………………………………………………………………………………..13
  13. Appendix A - Alcohol Fact Sheet............................................................................................... 18

 

1. Purpose of Policy

This policy complies with 49 CFR Part 655, as amended, 49 CFR Part 382, as amended, and 49 CFR Part 40, as amended. Copies of Parts 655, 382, and 40 are available in the drug and alcohol program manager’s office and can be found on the Internet at the Department of Transportation (DOT) Office of Drug and Alcohol Policy and Compliance website http://www.transportation.gov/odapc.

 

All covered employees are required to submit to drug and alcohol tests as a condition of employment in accordance with these regulations.

In addition, DOT has published 49 CFR Part 29, implementing the Drug-Free Workplace Act of 1988, which requires the establishment of drug-free workplace policies and the reporting of certain drug-related offenses.  

All Rochester City Lines/Richfield Bus Company employees are subject to the provisions of the Drug-Free Workplace Act of 1988.

The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited in the covered workplace. An employee who is convicted of any criminal drug statute for a violation occurring in the workplace shall notify the Human Resources Director or DAPMs no later than five days after such conviction.

2. Covered Employees

This policy applies to every person whose position requires the possession of a commercial driver’s license (CDL); every employee performing a “safety-sensitive function” as defined below, and any person applying for such positions.

Under FMCSA (Part 382), you are a covered employee if you perform any of the following safety-sensitive functions:

  • Driving a commercial motor vehicle which requires the driver to have a CDL
  • Waiting to be dispatched to operate a commercial motor vehicle
  • Inspecting, servicing, or conditioning any commercial motor vehicle
  • Performing all other functions in or upon a commercial motor vehicle (except resting in a sleeper berth)
  • Loading or unloading a commercial motor vehicle, supervising or assisting in the loading or unloading, attending a vehicle being loaded or unloading, remaining in readiness to operate the vehicle, or giving or receiving receipts for shipments being loaded or unloaded
  • Repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle

 

2A. Safety-Sensitive Functions  

 

Listed below are the job titles of those that perform safety-sensitive job functions:

  1. ___Bus Driver_____________________________________________________
  2. ___Operations/Dispatchers __________________________________________
  3. ___Mechanic_____________________________________________________

 

3. Definitions

Accident. An occurrence associated with the operation of a vehicle, if as a result:

  • An individual dies;
  • An individual suffers a bodily injury and immediately receives medical treatment away from the scene of the accident; or
  • One or more vehicles incur disabling damage as the result of the occurrence and are transported away from the scene by a tow truck or other vehicle

 

Adulterated specimen. A specimen that contains a substance that is not expected to be present in human urine, or contains a substance expected to be present but is at a concentration so high that it is not consistent with human urine.

Alcohol. The intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight alcohols contained in any beverage, mixture, mouthwash, candy, food, or medication.

Alcohol Concentration. Expressed in terms of grams of alcohol per 210 liters of breath as measured by a breath-testing device.

Canceled Test. A drug or alcohol test that has been declared invalid by a Medical Review Officer. A canceled test is neither positive nor negative.

Commercial Driver’s License (CDL). Vehicles with sixteen or more passengers (including the driver) are considered a commercial motor vehicle, which requires the driver to have a commercial driver’s license to operate that vehicle.

 

Covered Employee. An employee who performs a safety-sensitive function including an applicant or transferee who is being considered for hire into a safety-sensitive function (see the SAFETY-SENSITIVE FUNCTIONS section of this policy for a list of covered positions).

Designated Employer Representative (DER). An employee authorized by the employer to take immediate action to remove employees from safety-sensitive duties and to make required decisions in testing. The DER also receives test results and other communications for the employer, consistent with the requirements of 49 CFR Parts 655 and 40, as amended.

Department of Transportation (DOT). Department of the federal government which includes the US Coast Guard, Federal Transit Administration, Federal Railroad Administration, Federal Highway Administration, Federal Motor Carrier Safety Administration, Federal Aviation Administration, Pipeline and Hazardous Material Safety Administration, National Highway Traffic Safety Administration, and the Office of the Secretary of Transportation.

Dilute specimen. A specimen with creatinine and specific gravity values that are lower than expected for human urine.

Disabling damage. Damage which precludes departure of any vehicle from the scene of the occurrence in its usual manner in daylight after simple repairs. Disabling damage includes damage to vehicles that could have been operated, but would have been further damaged if so operated.    It does not include damage which can be remedied temporarily at the scene of the occurrence without special tools or parts, tire disablement without other damage even if no spare tire is available, or damage to headlights, taillights, turn signals, horn, mirrors or windshield wipers that make them inoperative.

Evidentiary Breath Testing Device (EBT). A Device approved by the National Highway Traffic Safety Administration (NHTSA) for the evidential testing of breath at the 0.02 and the 0.04 alcohol concentrations. Approved devices are listed on the NHTSA conforming product list.

Medical Review Officer (MRO). A licensed physician (medical doctor or doctor of osteopathy) responsible for receiving laboratory results generated by the drug testing program who has knowledge of substance abuse disorders, and has appropriate medical training to interpret and evaluate an individual’s confirmed positive test result, together with his/her medical history, and any other relevant bio-medical information.

Negative Dilute. A drug test result which is negative for the five drug/drug metabolites, but has creatinine and specific gravity values lower than expected for human urine.

Negative test result. A verified presence of the identified drug or its metabolite below the minimum levels or absence of same as specified in 49 CFR Part 40, as amended. An alcohol concentration of less than 0.02 BAC is a negative test result.

Non-negative drug test result. A test result found to be adulterated, substitute, invalid, or positive for drug metabolites. Non-negative results are considered a positive test or refusal to test if MRO cannot determine legitimate medical explanation.

 

Performing a safety-sensitive function. A covered employee is considered to be performing a safety-sensitive function and includes any period in which he or she is actually performing, ready to perform, or immediately available to perform such functions.

Positive test result. A verified presence of the identified drug or its metabolite at or above the minimum levels specified in 49 CFR Part 40, as amended. A positive alcohol test result means a confirmed alcohol concentration of 0.04 BAC or greater.

Prohibited drug. Marijuana, Cocaine, Opioids (opium and codeine derivatives), Amphetamines, Phencyclidine (PCP) at levels above the minimum thresholds specified in 49 CFR Part 40, as amended.

Substance Abuse Professional (SAP). A licensed physician (medical doctor or doctor of osteopathy) or state  licensed or certified family and marriage therapist, psychologist, social worker, employee assistance professional, or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission or by the International Certification Reciprocity Consortium/Alcohol and other Drug Abuse) with knowledge of and clinical experience in the diagnosis and treatment of drug and alcohol related disorders.

Substituted specimen. A specimen with creatinine and specific gravity values that are so diminished that they are not consistent with human urine.

Verified negative drug test. A drug test result reviewed by a medical review officer and determined to have no evidence of prohibited drug use above the minimum cutoff levels established by the Department of Health and Human Services (DHHS).

Verified positive drug test. A drug test result reviewed by a medical review officer and determined to have evidence of prohibited drug use above the minimum cutoff levels specified in 49 CFR Part 40, as amended.

Validity testing. The evaluation of the specimen to determine if it is consistent with normal human urine. The purpose of validity testing is to determine whether certain adulterants of foreign substances were added to the urine, if the urine was diluted, or if the specimen was substituted.

4. Prohibited Behavior

Use of illegal drugs is prohibited at all times. All covered employees are prohibited from reporting for duty or remaining on duty any time there is a quantifiable presence of a prohibited drug in the body above the minimum thresholds defined in Part 40. Prohibited drugs include:

  • Marijuana
  • Cocaine
  • Phencyclidine (PCP)
  • Opioids (opium and codeine derivatives)
  • Amphetamines

 

All covered employees are prohibited from performing or continuing to perform safety-sensitive functions while having an alcohol concentration of 0.04 or greater.

All covered employees are prohibited from consuming alcohol while performing safety-sensitive job functions or while on-call to perform safety-sensitive job functions. If an on-call employee has consumed alcohol, they must acknowledge the use of alcohol at the time that they are called to report for duty. If the on-call employee claims the ability to perform his or her safety-sensitive function, he or she must take an alcohol test with a result of less than 0.02 prior to performance.

All covered employees are prohibited from consuming alcohol within four (4) hours prior to the performance of safety-sensitive job functions.

All covered employees are prohibited from consuming alcohol for eight (8) hours following involvement in an accident or until he or she submits to the post-accident drug and alcohol test, whichever occurs first.

Rochester City Lines/Richfield Bus Company reserves the right to additional Drug &/or Alcohol tests for employees covered under this policy by testing under its own authority. 

 

5. Consequences for Violations

Following a positive drug or alcohol (BAC at or above 0.04) test result or test refusal, the employee will be immediately removed from safety-sensitive duty and referred to a Substance Abuse Professional (SAP).

Following a BAC of 0.02 or greater, but less than 0.04, the employee will be immediately removed from safety-sensitive duties until the start of the employee’s next regularly scheduled duty period, but not less than 24 hours following administration of the test.

 

6. Treatment/Discipline

Zero Tolerance

Per Rochester City Lines/Richfield Bus Company policy, any employee who tests positive for drugs or alcohol (BAC at or above 0.04) or refuses to test will be referred to a Substance Abuse Professional (SAP) and terminated from employment.

7. Circumstances for Testing

Pre-Employment Testing

Pre-employment alcohol tests are conducted after making a contingent offer of employment or transfer. All pre-employment alcohol tests will be conducted using the procedures set forth in 49 CFR Part 40.  

 

A negative pre-employment drug test result is required before an employee can first perform safety-sensitive functions. If a pre-employment test is cancelled, the individual will be required to undergo another test and successfully pass with a verified negative result before performing safety-sensitive functions.

 

If a covered employee has not performed a safety-sensitive function for 90 or more consecutive calendar days, and has not been in the random testing pool during that time, the employee must take and pass a pre-employment test before he or she can return to a safety-sensitive function.

 

A covered employee or applicant who has previously failed or refused a DOT pre-employment drug and/or alcohol test must provide proof of having successfully completed a referral, evaluation, and treatment plan meeting DOT requirements.

 

Drug Testing Exceptions

A driver is not required to undergo a pre-employment test if:

  • The driver has participated in a DOT testing program within the previous 30 days; and
  • While participating in that program, either:
    • Was drug tested within the past six months (from the date of application with Rochester City Lines/Richfield Bus Company, or
    • Participated in the random drug testing program for the previous 12 months (from the date of application with Rochester City Lines/Richfield Bus Company; and
  • Rochester City Lines/Richfield Bus Company can ensure that no prior employer of the driver of whom Rochester City Lines/Richfield Bus Company has knowledge has records of a violation of this part or the controlled substances use rule of another DOT agency within the previous six months

 

Reasonable Suspicion Testing

All covered employees shall be subject to a drug and/or alcohol test when Rochester City Lines/Richfield Bus Company has reasonable suspicion to believe that the covered employee has used a prohibited drug and/or engaged in alcohol misuse. A reasonable suspicion referral for testing will be made by a trained supervisor or other trained company official on the basis of specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the covered employee.

 

Covered employees may be subject to reasonable suspicion drug testing any time while on duty. Covered employees may be subject to reasonable suspicion alcohol testing while the employee is performing safety-sensitive functions, just before the employee is to perform safety-sensitive functions, or just after the employee has ceased performing such functions.

 

Post-Accident Testing

Covered employees shall be subject to FMCSA post-accident drug and alcohol testing under the following circumstances:

 

Fatal Accidents

As soon as practicable following an occurrence involving a commercial motor vehicle operating on a public road in commerce, and involving the loss of a human life, drug and alcohol tests will be conducted on each surviving covered employee who was performing safety-sensitive functions with respect to the vehicle.

 

Non-fatal Accidents

As soon as practicable following an occurrence involving a commercial motor vehicle operating on a public road in commerce, and not involving the loss of a human life, an alcohol test will be conducted on each driver who receives a citation within eight (8) hours of the occurrence under State or local law for a moving traffic violation arising from the accident, if:

 

  • The accident results in injuries requiring immediate medical treatment away from the scene; or
  • One or more motor vehicles incur disabling damage and must be transported away from the scene by a tow truck or other motor vehicle.

 

As soon as practicable following an occurrence involving a commercial motor vehicle operating on a public road in commerce, and not involving the loss of a human life, a drug test will be conducted on each driver who receives a citation within thirty-two (32) hours of the occurrence under State or local law for a moving traffic violation arising from the accident, if:

 

  • The accident results in injuries requiring immediate medical treatment away from the scene; or
  • One or more motor vehicles incur disabling damage and must be transported away from the scene by a tow truck or other motor vehicle.

 

A covered employee subject to post-accident testing must remain readily available, or it is considered a refusal to test. Nothing in this section shall be construed to require the delay of necessary medical attention for the injured following an accident or to prohibit a covered employee from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident or to obtain necessary emergency medical care.

 

Random Testing

Random drug and alcohol tests are unannounced and unpredictable, and the dates for administering random tests are spread reasonably throughout the calendar year. Random testing will be conducted at all times of the day when safety-sensitive functions are performed.

 

Testing rates will meet or exceed the minimum annual percentage rate set each year within each DOT agency. The current year testing rates can be viewed online at http://www.transportation.gov/odapc/random-testing-rates. If a given driver is subject to random testing under the rules of more than one DOT agency, the driver will be subject to random drug and alcohol testing at the annual percentage rate established by the DOT agency regulating more than 50% of the driver’s function.

 

The selection of employees for random drug and alcohol testing will be made by a scientifically valid method, such as a random number table or a computer-based random number generator. Under the selection process used, each covered employee will have an equal chance of being tested each time selections are made.

 

A covered employee may only be randomly tested for alcohol misuse while the employee is performing safety-sensitive functions, just before the employee is to perform safety-sensitive functions, or just after the employee has ceased performing such functions. A covered employee may be randomly tested for prohibited drug use anytime while on duty.

Each covered employee who is notified of selection for random drug or random alcohol testing must immediately proceed to the designated testing site.

Return to Duty Testing

Any employee who is allowed to return to safety-sensitive duty after failing or refusing to submit to a DOT drug and/or alcohol test must first be evaluated by a substance abuse professional (SAP), complete a SAP-required program of education and/or treatment, and provide a negative return-to-duty drug and/or alcohol test result. All tests will be conducted in accordance with 49 CFR Part 40, Subpart O.

Follow-up Testing

Employees returning to safety-sensitive duty following leave for substance abuse rehabilitation will be required to undergo unannounced follow-up alcohol and/or drug testing for a period of one (1) to five (5) years, as directed by the SAP. The duration of testing will be extended to account for any subsequent leaves of absence, as necessary. The type (drug and/or alcohol), number, and frequency of such follow-up testing shall be directed by the SAP. All testing will be conducted in accordance with 49 CFR Part 40, Subpart O.

 

8. Testing Procedures

Dilute Urine Specimen

If there is a negative dilute test result, Rochester City Lines/Richfield Bus Company will conduct one additional retest. The result of the second test will be the test of record. 

 

Dilute negative results with a creatinine level greater than or equal to 2 mg/dL but less than or equal to 5 mg/dL require an immediate recollection under direct observation (see 49 CFR Part 40, section 40.67).

 

Split Specimen Test

In the event of a verified positive test result, or a verified adulterated or substituted result, the employee can request that the split specimen be tested at a second laboratory. Rochester City Lines/Richfield Bus Company guarantees that the split specimen test will be conducted in a timely fashion. If the result of the split specimen is negative, Rochester City Lines/Richfield Bus Company will bear the cost for the split sample testing.  If the specimen split tests positive, Rochester City Lines/Richfield Bus Company will seek reimbursement for the cost of the split sample test from the employee.

 

9. Test Refusals

As a covered employee, you have refused to test if you:

 

  • Fail to appear for any test (except a pre-employment test) within a reasonable time, as determined by Rochester City Lines/Richfield Bus Company.
  • Fail to remain at the testing site until the testing process is complete. An employee who leaves the testing site before the testing process commences for a pre-employment test has not refused to test.
  • Fail to attempt to provide a breath or urine specimen. An employee who does not provide a urine or breath specimen because he or she has left the testing site before the testing process commenced.
  • In the case of a directly-observed or monitored urine drug collection, fail to permit monitoring or observation of your provision of a specimen.
  • Fail to provide a sufficient quantity of urine or breath without a valid medical explanation.
  • Fail or decline to take a second test as directed by the collector or Rochester City Lines/Richfield Bus Company for drug testing.
  • Fail to undergo a medical evaluation as required by the MRO or Rochester City Lines/Richfield Bus Company’s Designated Employer Representative (DER).
  • Fail to cooperate with any part of the testing process.
  • Fail to follow an observer’s instructions to raise and lower clothing and turn around during a directly-observed test.
  • Possess or wear a prosthetic or other device used to tamper with the collection process.
  • Admit to the adulteration or substitution of a specimen to the collector or MRO.
  • Refuse to sign the certification at Step 2 of the Alcohol Testing Form (ATF).
  • Fail to remain readily available following an accident.

 

As a covered employee, if the MRO reports that you have a verified adulterated or substituted test result, you have refused to take a drug test.

 

As a covered employee, if you refuse to take a drug and/or alcohol test, you incur the same consequences as testing positive and will be immediately removed from performing safety-sensitive functions, and referred to a SAP.

 

10. Voluntary Self-Referral

Any covered employee who has a drug and/or alcohol abuse problem and has not been selected for reasonable suspicion, random or post-accident testing or has not refused a drug or alcohol test may voluntarily refer her or himself to the DAPM or Human Resources Director, who will refer the individual to a substance abuse counselor for evaluation and treatment.

 

The substance abuse counselor will evaluate the employee and make a specific recommendation regarding the appropriate treatment.  Employees are encouraged to voluntarily seek professional substance abuse assistance before any substance use or dependence affects job performance.

 

Any safety-sensitive employee who admits to a drug and/or alcohol problem will immediately be removed from his/her safety-sensitive function until successful completion of a prescribed rehabilitation program. Prior to participating in a safety-sensitive function, the employee must also undergo a DOT return-to-duty drug test with a verified negative result and/or a return-to-duty alcohol test with a result indicating an alcohol concentration of less than 0.02.

 

11. Prescription Drug Use

The appropriate use of legally prescribed drugs and non-prescription medications is not prohibited. However, the use of any substance which carries a warning label that indicates that mental functioning, motor skills, or judgment may be adversely affected must be reported to the Company’s DAPM or Human Resources Director. Medical advice should be sought, as appropriate, while taking such medication and before performing safety-sensitive duties

while staying compliant with the Company’s Prescription and Over-The-Counter Drug Policy.

 

 

 

 

 

 

12.  Contact Personnel

DRUG AND ALCOHOL PROGRAM MANAGER (DAPM) AND DESIGNATED EMPLOYER REPRESENTATIVE’s (DER)

Any questions regarding this policy or any other aspect of the substance abuse program should be addressed to the following personnel:

Drug and Alcohol Program Manager and Designated Employer Representative:

Program:

Rochester City Lines/Richfield Bus Company

DAPM

Name:

Michael Rizzo

Title:

Human Resources Director

Address:

1825 N. Broadway

 

Rochester, MN 55906

Telephone number:

(507) 424-6283

Fax Number:

(507) 288-9318

__

Additional Contacts

Program:

Rochester City Lines/Richfield Bus Company

DER (Designated Employer Representative)

Name:

Dan Andring

Title:

RCL Operations Supervisor

Address:

1825 N. Broadway

 

Rochester, MN 55906

Telephone number:

507-288-4353

Fax Number:

507-288-9318

 _

                        Additional Contacts

Program:

Rochester City Lines/Richfield Bus Company

DER (Designated Employer Representative)

Name:

Brian Gens

Title:

RBC Operations Supervisor

Address:

 9237 Grand Avenue South

 

Bloomington, MN 55420

Telephone number:

952-881-1111

Fax Number:

952-884-9190

 

 

 

MEDICAL REVIEW OFFICER

 

Name:

Dr. Natalie Hartenbaum

Title:

Medical Review Officer

Address:

FirstSource Solutions

 

100 Highpoint Drive, Suite 102,

 

Chalfont, PA 18914

Telephone number:

(800) 732-3784 or (215) 396-5500

Fax Number:

(215) 396-5492

 

 

 

 SUBSTANCE ABUSE PROFESSIONAL

 

Name:

Roger Eichman MS, LP, SW, DACL, SAP

Title:

SAP – Substance Abuse Professional

Address:

Center for Effective Living

 

1027 7th Street NW Suite 1

 

Rochester, MN 55901

Telephone number:

507-288-5675

Fax Number:

507-288-4240

_

_

Name:

Jerry Peters BA, LADC, LSW, SAP

Title:

SAP – Substance Abuse Professional

Address:

RiverRidge Treatment Center

 

1510 E. 122nd St

 

Burnsville, MN 55337

Telephone number:

651-645-7558 or 888-645-5311

Fax Number:

jpeterseapsap@msn.com

 

  

CONSORTIUM

 

Name:

FirstSource Solutions

Title:

 

Address:

100 Highpoint Drive, Suite 102,

 

Chalfont, PA 18914

 

 

Telephone number:

(800) 732-3784 or (215) 396-5500

Fax Number:

(215) 396-5492

 

 

DHHS CERTIFIED LABORATORY

 

Name:

Medtox

Title:

 

Address:

402 W County Rd. D

 

St. Paul, MN. 55112

 

 

Telephone number:

(800) 832-3244 or 651-636-7466

Fax Number:

(651) 636-7466

_

_

Back-up Lab

Name:

LabOne Inc/Quest Diagnostics

Title:

 

Address:

10101 Renner Blvd.

 

Lenexa, KS 66219-9752

 

 

Telephone number:

(913) 888-1770

Fax Number:

 

 

 

 

13. Appendix A: Alcohol Fact Sheet

Alcohol is a socially acceptable drug that has been consumed throughout the world for centuries. It is considered a recreational beverage when consumed in moderation for enjoyment and relaxation during social gatherings. However, when consumed primarily for its physical and mood-altering effects, it is a substance of abuse. As a depressant, it slows down physical responses and progressively impairs mental functions.

 

Signs and Symptoms of Use

  • Dulled mental processes
  • Lack of coordination
  • Odor of alcohol on breath
  • Possible constricted pupils
  • Sleepy or stuporous condition
  • Slowed reaction rate
  • Slurred speech

 

(Note: Except for the odor, these are general signs and symptoms of any depressant substance.)

 

Health Effects

The chronic consumption of alcohol (average of three servings per day of beer (12 ounces), whiskey (1 ounce), or wine (6 ounce glass) over time may result in the following health hazards:

  • Decreased sexual functioning
  • Dependency (up to 10 percent of all people who drink alcohol become physically and/or mentally dependent on alcohol and can be termed “alcoholic)
  • Fatal liver diseases
  • Increased cancers of the mouth, tongue, pharynx, esophagus, rectum, breast, and malignant melanoma.
  • Kidney disease
  • Pancreatitis
  • Spontaneous abortion and neonatal mortality
  • Ulcers
  • Birth defects (up to 54 percent of all birth defects is alcohol related).

 

Social Issues

  • Two-thirds of all homicides are committed by people who drink prior to the crime.
  • Two to three percent of the driving population is legally drunk at any one time. This rate has doubled at night and on weekends.
  • Two-thirds of all Americans will be involved in an alcohol-related vehicle accident during their lifetimes.
  • The rate of separation and divorce in families with alcohol dependency problems is 7 times the average.
  • Forty percent of family court cases are alcohol problem related.
  • Alcoholics are 15 times more likely to commit suicide than are other segments of the population.
  • More than 60 percent of burns, 40 percent of falls, 69 percent of boating accidents, and 76 percent of private aircraft accidents are alcohol related.

 

The Annual Toll

  • 24,000 people will die on the highway due to the legally impaired driver.
  • 12,000 more will die on the highway due to the alcohol-affected driver.
  • 15,800 will die in non-highway accidents.
  • 30,000 will die due to alcohol-caused liver disease.
  • 10,000 will die due to alcohol-induced brain disease or suicide.
  • Up to another 125,000 will die due to alcohol-related conditions or accidents.

 

Workplace Issues

  • It takes one hour for the average person (150 pounds) to process one serving of an alcoholic beverage from the body.
  • Impairment in coordination and judgment can be objectively measured with as little as two drinks in the body.
  • A person who is legally intoxicated is 6 times more likely to have an accident than a sober person.

 

 

 

 

 

 

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Signed by Michael Rizzo
Signed On: 10/17/2019

Together Safety Systems https://www.togethersafety.com
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