Company Policies

Purpose:
Lejarza Workforce Solutions is committed to providing a safe, productive, and healthy work environment. The use of drugs and alcohol in the workplace impairs judgment, performance, and safety. This policy establishes our position on substance abuse and outlines the procedures for drug and alcohol testing, employee assistance, and disciplinary actions, including the use of a Last Chance Agreement when applicable.

Scope:
This policy applies to all employees, job applicants, contractors, and temporary workers of Lejarza Workforce Solutions across all locations.

Policy Statement:
Lejarza Workforce Solutions maintains a drug-free workplace. The unlawful manufacture, distribution, dispensation, possession, or use of controlled substances or alcohol in the workplace is strictly prohibited. Any employee who violates this policy is subject to disciplinary action up to and including termination of employment.

Prohibited Conduct:

1. Use, possession, sale, purchase, transfer, or distribution of illegal drugs or alcohol on company premises or while conducting company business.

2. Reporting to work under the influence of alcohol, illegal drugs, or misused prescription medication.

3. Use of legal drugs, including prescription and over-the-counter medication, that impairs the employee’s ability to safely and effectively perform their job.

4. Tampering with or attempting to alter drug or alcohol test specimens or results.

Drug and Alcohol Testing:
Lejarza Workforce Solutions may require drug or alcohol testing under the following circumstances:

• Pre-employment

• Random testing (in safety-sensitive positions)

• Post-accident or post-incident testing

• Reasonable suspicion testing

• Return-to-duty testing

• Follow-up testing (as part of a rehabilitation program)

All testing will be conducted in accordance with applicable federal, state, and local laws.

Employee Assistance and Rehabilitation:
Employees struggling with substance abuse are encouraged to seek help. Lejarza Workforce Solutions may offer referrals to Employee Assistance Programs (EAPs), counseling services, or rehabilitation programs. Seeking help voluntarily will not result in disciplinary action, provided the employee is not in violation of this policy at the time of disclosure.

Disciplinary Action:
Violations of this policy may result in disciplinary action, up to and including termination. Factors such as the nature of the violation, the employee’s job responsibilities, and previous conduct will be considered. In certain situations, Lejarza Workforce Solutions may, at its sole discretion, offer a Last Chance Agreement as an alternative to termination.

Last Chance Agreement (LCA): An LCA is a written agreement between the employee and Lejarza Workforce Solutions that provides the employee with one final opportunity to retain employment under strict conditions. The LCA may be offered to employees who:

• Test positive for drugs or alcohol;

• Admit to substance abuse problems;

• Violate the policy in a manner deemed eligible for conditional retention.

The LCA will outline:

• A requirement to complete a substance abuse treatment program;

• Agreement to unannounced follow-up testing for a specified period (typically 1 to 2 years);

• Acknowledgment that any future violation of the policy will result in immediate termination;

• A release of relevant medical information and participation verification (where applicable);

• An agreement to maintain satisfactory work performance and attendance.

Refusal to sign or adhere to the terms of the LCA will result in termination of employment.

Confidentiality:
All information related to drug and alcohol testing, treatment, and rehabilitation will be kept confidential in accordance with applicable laws and regulations. Records will be maintained separately from the employee’s general personnel file.

Compliance with Law:
Lejarza Workforce Solutions will comply with all federal, state, and local regulations concerning drug and alcohol use in the workplace, including but not limited to the Drug-Free Workplace Act of 1988, Department of Transportation (DOT) regulations (if applicable), and any state-specific drug testing laws.

Acknowledgment:
All employees will be required to sign an acknowledgment form stating they have received, read, and understood this policy and agree to comply with its terms.

Review and Updates:
This policy will be reviewed annually and updated as necessary to comply with legal requirements and best practices.