Employment Policies

Printed copies are for reference only. Please refer to the electronic copy for the latest version.

Policy: Drug Free Workplace Policy

Effective Date: Effective Date

Abstract: IMS intends to provide a drug-free workplace in an effort to promote a healthy and productive work force, safe working conditions free from the effects of drugs and quality work products and services.

It is the goal of Mercantile Group Ltd. d/b/a Integrated Mortgage Solutions (“IMS”) to provide a safe and drug-free work environment for our officers, managers, employees, independent contractors, clients and the general public. Maintaining a healthy and productive work force, safe working conditions free from the effects of drugs and quality work products and services is important to IMS, its officers, managers, employees, independent contractors, clients and the general public.

Drug and alcohol abuse creates a variety of workplace problems, including increased injury on the job, increased absenteeism, increased financial burden on health and benefit programs, increased workplace theft, decreased workplace morale, decreased productivity and a decline in the quality of products and services. Therefore, the unlawful manufacture, distribution, dispensing, possession or use of alcohol or an illegal drug is prohibited in the IMS workplace, and on any IMS job site.

In carrying out this drug-free workplace policy, IMS encourages officers, managers, employees or independent contractors with drug or alcohol abuse problems to seek help through an alcohol and/or drug rehabilitation program prior to violation of this policy.

Requirements in Complying with the Drug-Free Workplace Policy

To maintain a drug-free workplace, officers, managers, employees and independent contractors of IMS agree to abide by the following conditions:

1. No officer, manager, employee or independent contractor of IMS may work, report to work or return to work under the influence of alcohol or any illegal drug as specified below (see subsection 5). This includes exhibiting signs of impairment such as slurred speech, odor of alcohol on one’s breath, incoherentness, reduced mental faculties or other signs of physical impairment normally associated with substance or alcohol abuse, to the extent that the officer, manager, employee or independent contractor presents an unacceptable image of IMS to the public, his or her colleagues, supervisors or subordinate employees. An officer, manager, employee or independent contractor exhibiting these signs in the workplace may be required to take leave. An officer, manager, employee or independent contractor also may be required to take leave if, as a result of taking prescribed medication, said officer,

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manager, employee or independent contractor is unable to satisfactorily perform his or her assigned duties.

2. No officer, manager, employee or independent contractor of IMS may, while working, use or be in the possession of any illegal drug.

3. No officer, manager, employee or independent contractor of IMS may, while working, use or be in possession of any alcohol, except as specifically authorized by IMS Management.

4. No officer, manager, employee or independent contractor of IMS may possess, with the intent to distribute, disburse or sell, alcoholic beverages or nonprescribed drugs while working. This includes the manufacture of illegal drugs or controlled substances.

5. For purposes of this policy, illegal drug means any drug: (a) which is not legally obtainable; (b) which may be legally obtainable but has not been legally obtained; or (c) which is being used in a manner or for a purpose other than as prescribed.

Drug Testing

IMS may conduct drug testing under the following circumstances:

1. Random Testing

Officers, managers, employees and independent contractors may be selected at random for drug testing at any interval determined by IMS.

2. For Cause Testing

IMS may ask an officer, manager, employee or independent contractor to submit to a drug test at any time it appears that the person may be under the influence of drugs or alcohol, including but not limited to the following circumstances: evidence of drugs or alcohol on or about the person or in the person’s vicinity; unusual conduct on the person’s part that suggests impairment or influence of drugs or alcohol; negative performance patterns or excessive and unexplained absenteeism or tardiness.

3. Post Accident Testing

Any officer, manager, employee or independent contractor involved in an on-the-job accident or injury under circumstances that suggest possible use of drugs or alcohol in the accident or injury event may be asked to submit to a drug and/or alcohol test. “Involved in an on-the-job accident or injury” means not only the individual who was injured, but also any officer, manager, employee or independent contractor who potentially contributed to the accident or injury in any way.

Actions for Violation of Policy

For a violation of this Policy, an officer, manager, employee or independent contractor will be subject to appropriate disciplinary action as determined by IMS Management. The range of possible disciplinary action includes written reprimand, suspension, demotion and termination from employment and termination from participation of the IMS Contractor Network.

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In determining appropriate discipline, IMS may refer an officer, manager or employee to an alcohol or drug rehabilitation program. If an officer, manager or employee is referred to an alcohol or drug rehabilitation program, and they are unable to participate in outpatient rehabilitation, the officer, manager or employee may be placed on leave status while participating in such a program. If placed on leave status, the officer, manager or employee shall be permitted to use any accumulated paid leave prior to being placed on leave without pay.

See Also: Benefits and Services - Uniformed Services Leave (formerly Military Leave)

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