The zero-tolerance policy is posted on the company website and at the company office.

The website provides a procedure for a passenger to report a complaint about a driver reasonably suspected of being under the influence of drugs or alcohol during a trip.

Upon receipt of a complaint, the administrator shall immediately suspend the driver and, if applicable, the driver’s access to the company’s digital network.

The administrator shall investigate the incident, and the suspension shall last for the duration of the investigation.

The company shall maintain records of a passenger complaint for at least 2 years after the date.

Drug and Alcohol Testing

Employees Subject to Testing

Current and prospective employees in high-risk or safety-sensitive positions, including drivers and crewmembers, can be asked to submit to drug testing. No prospective employee will be asked to submit to testing unless an offer of employment has been made, and any offer is conditioned on testing negative for drugs.

Safeguards

The policy is intended to comply with all state laws governing drug testing and to safeguard employee privacy rights to the fullest extent of the law.

Written Notice

Before being asked to submit to a drug test, the employee will receive written notice of the request or requirements.

Licensed Laboratories

A laboratory licensed by the state will conduct any drug testing required or requested by the company. The employee may obtain the name and location of the laboratory before being scheduled to be tested.

Notice of Results

The company will notify the employee of the results after receiving them from the laboratory. To preserve confidentiality, the employee will be notified whether the test was negative or confirmed positive and, if confirmed positive, what the next step is.

Positive Test Results

If a test result is confirmed positive, the employee will be given the opportunity to explain the positive result and may have the same sample re-tested at a laboratory of the employee’s choice.

Adverse Employment Action

If there is reason to suspect that the employee is working under the influence of an illegal drug or alcohol, the employee will be suspended without pay until the test results are available. Where testing is part of a routine physical or random screening, there will be no adverse employment action until the results are in. If the employee’s first confirmed positive result occurs, the employee may be given the opportunity to participate in a rehabilitation or treatment program for 6 months and may be restored to the prior job, pay, and benefits upon successful completion. If the employee does not successfully complete a prescribed program, refuses to participate, or has one or more previous confirmed positive results, the employee is subject to termination or suspension, and repeated confirmed positive results will result in termination.

Confidentiality

The company will make every effort to keep the results of drug and alcohol tests confidential. Only persons with a need to know will have access. Results may be used in arbitration, administrative hearings, court cases arising from the testing, sent to federal agencies as required by law, and made available to a counselor if the employee is referred for evaluation. Results of workplace drug testing will not be used against the employee in any criminal prosecution.

Costs

The company will pay the cost of any drug and alcohol testing it requires or requests, including re-testing of confirmed positive results. Any additional tests requested by the employee will be paid for by the employee.

Drug and Alcohol Use at Work Prohibited

The company will not tolerate any use of non-prescribed street drugs or alcohol during work hours. If the employee comes to work under the influence of drugs or alcohol or uses drugs or alcohol during work time, the employee will be terminated or suspended.

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