All employees, including supervisors and managers, may be tested under the following circumstances as allowed by applicable state law:
You may be tested any time a supervisor, in his/her sole discretion, has reasonable grounds to believe you may be under the influence of drugs or alcohol. Reasonable grounds may exist when a supervisor, based on specific, personal observations that can be articulated concerning the appearance, behavior, speech or body odors of the employee, reasonably suspects that the employee is under the influence of or impaired by drugs or alcohol.
You may be tested randomly by a scientific method of anonymous selection at periodic intervals.
You may be tested immediately after involvement, either as a victim or as a possible cause of, in any on-the-job incident or accident involving personal injury or requiring medical attention.
You may be tested as a condition of re-hire upon return from a leave of absence of 30 days or more.
You may be tested before employment and as a condition of promotion.
Testing includes tests of all types that are permitted by law. Testing will be done in a professional manner that ensures privacy, the production of a reliable sample, and which reasonably prevents any contamination or adulteration of samples provided.
Quark Enterprises will pay for the cost of any such test and the person tested can request a copy of any positive test result. Quark Enterprises will also ensure that all time spent in the testing process will be considered “work time” for compensation purposes, and such tests will occur either during or immediately after the employee’s regular work period. The person tested will be given an opportunity to rebut or explain results of the initial or confirmatory test, or both. No adverse action will be taken if the person tested offers a reasonable explanation and valid medical opinion that the test results were not caused by illegal drug use.
Termination of employment or other disciplinary action may result when a test sample (1) results in a “positive” and (2) is deemed accurate by a confirmation test. If an employee refuses to submit to a legal test or gives a urine sample that is deemed to be unacceptable by either the collection site or the laboratory, disciplinary action may also be taken. Examples of sample unacceptability would be when the sample is too cold, too hot, or has been diluted or contaminated with any substance coming from within or from outside the body. Other factors may also render the sample unacceptable.
We will ask for our employees’ permission before conducting drug tests. We are bound by law and ethics to not conduct any covert test (e.g. taking a sample without the employee’s permission or knowledge.) But, keep in mind that refusing to undergo drug testing in any of the above cases may be grounds for us to terminate you. The same applies if you try to stall when called to take your drug test.
If we suspect you abuse drugs, we may ask you to not come to work, while awaiting for your test results. You will be paid as normal for this waiting period only if your results are negative. We may arrange transportation for you to and from the testing center.
If our employees test positive for illegal substances (e.g. cocaine, heroin) we may terminate them. If there are laws protecting employees in this context, we will follow the law.
The rules that apply to candidates apply to employees too. Where marijuana is an illegal substance, we may terminate you for using it. This decision is at your manager’s discretion.
If you test positive for marijuana at a country/ state we operate in where marijuana is illegal, you fail the drug test and we may rescind our job offer.
If you test positive for marijuana at a country/ state we operate in where marijuana is legal (e.g. the Netherlands,) you will pass the drug test, provided you test negative for all other drugs.
If you are using medical marijuana at a country/ state we operate in where there are provisions for medical use, you may need to provide a doctor’s note and valid prescription, or be examined by a medical professional of our choice. We won’t ask you to disclose your condition, but we may terminate you if we conclude you can’t perform your safety-sensitive duties properly. We may make reasonable accommodations when possible (e.g. re-assign your most safety-sensitive tasks or temporarily transfer you to a less risky position.)
Keep in mind that we maintain a drug-free workplace. We will take disciplinary action if:
You use marijuana in the workplace.
We conclude that you abuse marijuana.
You are under the influence while working.
You (try to) sell or buy marijuana in the workplace.
Off-duty use: Please be responsible when it comes to your off-duty marijuana use. Often, marijuana effects need several hours to wear off and can create safety risks at work. Track the intensity and duration of these effects on your cognitive ability and movements and ensure you won’t be impaired while working. For example, if you know you will need to drive a company vehicle at the beginning of your shift, avoid using marijuana in the previous hours. If you absolutely need to use medical marijuana before you start working, ask your manager or HR for reasonable accommodations.
Sprout hires individuals for safety-sensitive roles (e.g. CNC Machine Operators), in doing so we want to ensure the safety of our employees and business, we require all new hires to take and pass a drug test for illegal substances. This drug test will be the final stage before hiring. We may test candidates we have already extended a job offer to, but that offer will be contingent upon them clearing the drug test. Candidates have the right to refuse drug testing and thus decline our job offer.
New hire candidates will be referred to Work Med for initial screening and drug testing. The following elements apply at all times:
Candidates who test positive for illegal substances (e.g. cocaine, PCP) fail our drug test and we may refuse to hire them.
We treat marijuana as a special case. The following rules apply to marijuana testing:
If you test positive for marijuana at a country/ state we operate in where marijuana is illegal, you fail the drug test and we may rescind our job offer.
If you test positive for marijuana at a country/ state we operate in where marijuana is legal (e.g. the Netherlands,) you will pass the drug test, provided you test negative for all other drugs.
If you are using medical marijuana at a country/ state we operate in where there are provisions for medical use, you may need to provide a doctor’s note and valid prescription, or be examined by a medical professional of our choice for a fitness for duty evaluation. We won’t ask you to disclose your condition, but we may refuse to hire you if we conclude you can’t perform your safety-sensitive duties properly.
Keep in mind that we maintain a drug-free workplace. This means that you are not allowed to use marijuana in the workplace, even if marijuana is legal in your country/state.
We test candidates for prescription drugs before we hire, regardless of starting position, CNC Machine Operation and other heavy machinery will be used at some point during employment. When you are called to the lab to provide samples, please:
Inform the lab professionals about any prescription drugs (including medical marijuana) you take or have taken in the past year.
Bring valid prescriptions with you when possible. The lab will not disclose any information you provide about your medical conditions to our company.
If your prescribed medications (e.g. types of opiates) bring about positive results, we may ask a medical professional to examine you and determine whether you are fit to complete your safety-sensitive job duties. If you are not, we may rescind our job offer.
We do not test new hire candidates for alcohol. If hired alcohol testing may be conducted in the following instances:
We see one or more serious on-the-job accidents (e.g. injuries, fatalities, vandalism of company property) happen under dubious circumstances. In this case, we will test all employees who may have had a connection with the accident and we will not discriminate against certain employees.
We receive official reports or complaints from colleagues or clients.
To ensure we enforce this policy, we ask managers to keep detailed, verifiable records of drug-related incidents, behaviors or reports.
If you test positive for drugs without having used any substances, please contact HR as soon as possible. Think about any foods or supplements you may have consumed that could be responsible for the false positive (e.g. poppy seeds.) If possible, bring them to the lab that conducted your drug test. The lab may try to cross-check your false positive, often using a sample other than urine. We may order a retest, at the employee’s expense, when appropriate.