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The Contractor, its employees, agents or subcontractors,
shall be aware that possession or use of alcohol, non
prescribed drugs or other substances of abuse on the
Client premises is prohibited and the Client reserves
the right to conduct searches of persons, vehicles and
other property of the Contractor while on the Client
premises.
Persons found in possession or suspected to be under
influence of these materials or refusing or obstructing
such searches shall be removed at once from the Client
premises without right to return. Such an occurrence
gives sufficient grounds for the Contract termination.
Certain designated positions eg in safety
sensitive areas, shall warrant pre-pass alcohol / drug
abuse test as well as frequent random unannounced
tests. Persons found positive or refusing to undergo or
frustrating such a test shall be not allowed to perform
the Client’s work and shall be removed from the Client
premises without right to return. Such an occurrence
gives sufficient grounds for the Contract termination.
If, a post-incident investigation gives rise to
suspicion of alcohol or drug involvement, a for-cause
alcohol and drug test shall be conducted immediately
after the incident. Persons involved shall only be
allowed return to work after a negative test result.
In all such cases, Contract Personnel may only be
considered for return to work after Contractor certifies
in writing that, as a result of an alcohol and drug test
conducted immediately following removal, any such
removed Contractor Personnel meet the requirements of
this Agreement. In the performance of the Services,
Contractor shall not use any Contractor Personnel who
refuse to take or who test positive in any alcohol or
drug test.
Safety Sensitive Contractor Positions
Client
management, in consultation with Bond Personnel, will determine those Contractor jobs that
are safety‑sensitive. In general, these jobs have the
following characteristics:
A high exposure to a catastrophic operational incident,
and
The person performing the job has a direct role in
operations where failure could result in serious harm to
public or employee wellbeing, or
Of a nature which could cause the Client to be held
responsible for losses or actions of the Contractor.
Pre-employment, unannounced random and for-cause testing
is currently carried out for the following drug groups:
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|
Drug Group |
Immunoassay Level (Screening Threshold Level) |
Gas Chromatography or Mass Spectrometry Level
(Confirmatory Threshold Level) |
|
1. Marijuana metabolites, 9-carboxyTHC |
20 ng/mL |
15 ng/mL |
|
2. Cocaine |
300 ng/mL |
150 ng/mL |
|
3. Opiates |
300 ng/mL |
300 ng/mL |
|
4. Phencyclidine |
25 ng/mL |
25 ng/mL |
|
5. Amphetamines
Amphetamine
Methamphetamine |
1000 ng/mL |
500 ng/mL
500 ng/mL |
|
6. Methadone |
300 ng/mL |
200 ng/mL |
|
7. Benzodiazepines |
300 ng/mL |
300 ng/mL |
|
8. Barbiturates |
300 ng/mL |
200 ng/mL |
|
9. Propoxyphene |
300 ng/mL |
200 ng/mL |
|
Note that items 1 to 9 inclusive are based on
urine sample |
|
10. Alcohol |
(breath/blood test) 0.05 g/dL ( 0.02 g/dL for
aircraft pilots and heavy vehicle drivers) |
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