DRUG-FREE WORKPLACE
Purpose of Policy
Employees who are under the influence of an illegal drug or alcohol while on the job compromise DHM’s interests, endanger their own health and safety and the health and safety of others, and can cause a number of other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for coworkers, behavior that disrupts other employees, delays in the completion of jobs, inferior quality in products or service, and disruption of customer relations.
To further its interest to promote and maintain safe and efficient working conditions for its employees and to protect its business, property, equipment and operations, DHM has established this policy concerning the use of illegal drugs and misuse of alcohol. “Illegal drugs” are controlled substances under federal law that are not being used or possessed under the supervision of a doctor or other licensed health care professional or which are used in a manner inconsistent with their prescription, inhalants that are being abused or misused, as well as so-called “designer drugs” which adversely affect cognition and motor skills and have no legitimate medical use. The term includes, but is not limited to, marijuana, cocaine, amphetamines, opiates, PCP, barbiturates, benzodiazepines, MDMA (Ecstasy), methadone, methamphetamines, oxycodone, phencyclidine, propoxyphene and prescription medications not prescribed to the person who is using or taking them, or being taken by the individual to whom they are prescribed in a manner inconsistent with the prescription.
All employees will be required to undergo pre-employment drug and alcohol screening. As a condition of continued employment with DHM, each employee must abide by this policy. DHM reserves the right to amend or modify this policy at its discretion in accordance with the requirements of applicable law or for any other lawful reason.
Work Rules
Whenever employees are working, operating Company vehicles or equipment, present on Company premises, or present in any other location performing services for DHM, they are prohibited from:
- Using, possessing, buying, selling, manufacturing, distributing, dispensing or transferring alcohol or illegal drugs
- Being under the influence of illegal drugs or alcohol
- Possessing or consuming alcohol
Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful possession and use of prescribed medications or over-the-counter medications. However, employees have the responsibility to consult with their doctors or other licensed health care professionals about the effect of prescribed medications on their ability to perform their specific job duties in a safe manner, and to promptly disclose any work restrictions to their supervisors or the Human Resources Department.
Voluntary Requests for Assistance
Employees with drug and/or alcohol problems are encouraged to seek help before they become subject to discipline for violating this or other Company policies. DHM will support, assist, and accommodate such employees to the extent required by applicable law. Information about sources of help for drug and alcohol problems, including DHM’s Employee Assistance Program, this policy, and the consequences that may result from violations of this policy, is available from the Human Resources Department.
Employees will not be disciplined by DHM because they request assistance. Employees may not, however, escape discipline by requesting assistance after they violate DHM’s policies. In addition, employees who request assistance will not be excused from complying with DHM’s policies, including its standards for employee performance and conduct.
Testing
DHM reserves the right to conduct reasonable suspicion and other drug and alcohol tests in accordance with the requirements of applicable law. These tests may include breath or urine tests in the following circumstances:
Pre-employment: All applicants who have received a conditional offer of employment must pass a drug test before they are hired by and/or begin working for DHM.
Reasonable Suspicion: Employees are subject to drug and/or alcohol testing if DHM reasonably suspects them of using, possessing, or being under the influence of alcohol or illegal drugs while they are working, operating company vehicles, machinery or equipment, present on company premises, or present in any other location performing services for DHM.
Random Testing: At any time, DHM may institute a random or universal drug-testing program for all employees. In such event, DHM will advise all employees of the testing procedures and the implementation date.
Post-accident: Employees are subject to drug and/or alcohol testing if they have an accident at work. Employees must notify their supervisors or Human Resources Representative as soon as safely possible after any accident, even if it does not result in a serious injury to a person or significant damage to company vehicles, machinery, equipment, or property.
Consequences
Failure to comply with this policy will result in disciplinary action up to and including termination of employment, as will an employee’s refusal to undergo testing or tampering with testing. Depending on the circumstances, an employee’s return to work, reinstatement and/or continued employment, may be conditioned on the employee’s successful participation in and/or completion of any and all treatments, evaluations, counseling, and rehabilitation programs, passing of return-to-duty and follow-up drug and alcohol tests, and/or other appropriate conditions as determined by DHM.
Confidentiality
DHM will keep medical history information and drug-alcohol misuse records confidential to the extent required by applicable law.
DRUG-FREE WORKPLACE
Purpose of Policy
Employees who are under the influence of an illegal drug or alcohol while on the job compromise DHM’s interests, endanger their own health and safety and the health and safety of others, and can cause a number of other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for coworkers, behavior that disrupts other employees, delays in the completion of jobs, inferior quality in products or service, and disruption of customer relations.
To further its interest to promote and maintain safe and efficient working conditions for its employees and to protect its business, property, equipment and operations, DHM has established this policy concerning the use of illegal drugs and misuse of alcohol. “Illegal drugs” are controlled substances under federal law that are not being used or possessed under the supervision of a doctor or other licensed health care professional or which are used in a manner inconsistent with their prescription, inhalants that are being abused or misused, as well as so-called “designer drugs” which adversely affect cognition and motor skills and have no legitimate medical use. The term includes, but is not limited to, marijuana, cocaine, amphetamines, opiates, PCP, barbiturates, benzodiazepines, MDMA (Ecstasy), methadone, methamphetamines, oxycodone, phencyclidine, propoxyphene and prescription medications not prescribed to the person who is using or taking them, or being taken by the individual to whom they are prescribed in a manner inconsistent with the prescription.
All employees will be required to undergo pre-employment drug and alcohol screening. As a condition of continued employment with DHM, each employee must abide by this policy. DHM reserves the right to amend or modify this policy at its discretion in accordance with the requirements of applicable law or for any other lawful reason.
Work Rules
Whenever employees are working, operating Company vehicles or equipment, present on Company premises, or present in any other location performing services for DHM, they are prohibited from:
- Using, possessing, buying, selling, manufacturing, distributing, dispensing or transferring alcohol or illegal drugs
- Being under the influence of illegal drugs or alcohol
- Possessing or consuming alcohol
Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful possession and use of prescribed medications or over-the-counter medications. However, employees have the responsibility to consult with their doctors or other licensed health care professionals about the effect of prescribed medications on their ability to perform their specific job duties in a safe manner, and to promptly disclose any work restrictions to their supervisors or the Human Resources Department.
Voluntary Requests for Assistance
Employees with drug and/or alcohol problems are encouraged to seek help before they become subject to discipline for violating this or other Company policies. DHM will support, assist, and accommodate such employees to the extent required by applicable law. Information about sources of help for drug and alcohol problems, including DHM’s Employee Assistance Program, this policy, and the consequences that may result from violations of this policy, is available from the Human Resources Department.
Employees will not be disciplined by DHM because they request assistance. Employees may not, however, escape discipline by requesting assistance after they violate DHM’s policies. In addition, employees who request assistance will not be excused from complying with DHM’s policies, including its standards for employee performance and conduct.
Testing
DHM reserves the right to conduct reasonable suspicion and other drug and alcohol tests in accordance with the requirements of applicable law. These tests may include breath or urine tests in the following circumstances:
Pre-employment: All applicants who have received a conditional offer of employment must pass a drug test before they are hired by and/or begin working for DHM.
Reasonable Suspicion: Employees are subject to drug and/or alcohol testing if DHM reasonably suspects them of using, possessing, or being under the influence of alcohol or illegal drugs while they are working, operating company vehicles, machinery or equipment, present on company premises, or present in any other location performing services for DHM.
Random Testing: At any time, DHM may institute a random or universal drug-testing program for all employees. In such event, DHM will advise all employees of the testing procedures and the implementation date.
Post-accident: Employees are subject to drug and/or alcohol testing if they have an accident at work. Employees must notify their supervisors or Human Resources Representative as soon as safely possible after any accident, even if it does not result in a serious injury to a person or significant damage to company vehicles, machinery, equipment, or property.
Consequences
Failure to comply with this policy will result in disciplinary action up to and including termination of employment, as will an employee’s refusal to undergo testing or tampering with testing. Depending on the circumstances, an employee’s return to work, reinstatement and/or continued employment, may be conditioned on the employee’s successful participation in and/or completion of any and all treatments, evaluations, counseling, and rehabilitation programs, passing of return-to-duty and follow-up drug and alcohol tests, and/or other appropriate conditions as determined by DHM.
Confidentiality
DHM will keep medical history information and drug-alcohol misuse records confidential to the extent required by applicable law.
Under the California Consumer Privacy Act ("CCPA"), Desert Hospitality Management, LLC is required to inform California residents who are our job applicants or prospective talent (together "job applicants") about the categories of personal information we collect about you and the purposes for which we will use this information. Click the link below to view our privacy policy.
DRUG-FREE WORKPLACE
Purpose of Policy
Employees who are under the influence of an illegal drug or alcohol while on the job compromise DHM’s interests, endanger their own health and safety and the health and safety of others, and can cause a number of other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for coworkers, behavior that disrupts other employees, delays in the completion of jobs, inferior quality in products or service, and disruption of customer relations.
To further its interest to promote and maintain safe and efficient working conditions for its employees and to protect its business, property, equipment and operations, DHM has established this policy concerning the use of illegal drugs and misuse of alcohol. “Illegal drugs” are controlled substances under federal law that are not being used or possessed under the supervision of a doctor or other licensed health care professional or which are used in a manner inconsistent with their prescription, inhalants that are being abused or misused, as well as so-called “designer drugs” which adversely affect cognition and motor skills and have no legitimate medical use. The term includes, but is not limited to, marijuana, cocaine, amphetamines, opiates, PCP, barbiturates, benzodiazepines, MDMA (Ecstasy), methadone, methamphetamines, oxycodone, phencyclidine, propoxyphene and prescription medications not prescribed to the person who is using or taking them, or being taken by the individual to whom they are prescribed in a manner inconsistent with the prescription.
All employees will be required to undergo pre-employment drug and alcohol screening. As a condition of continued employment with DHM, each employee must abide by this policy. DHM reserves the right to amend or modify this policy at its discretion in accordance with the requirements of applicable law or for any other lawful reason.
Work Rules
Whenever employees are working, operating Company vehicles or equipment, present on Company premises, or present in any other location performing services for DHM, they are prohibited from:
- Using, possessing, buying, selling, manufacturing, distributing, dispensing or transferring alcohol or illegal drugs
- Being under the influence of illegal drugs or alcohol
- Possessing or consuming alcohol
Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful possession and use of prescribed medications or over-the-counter medications. However, employees have the responsibility to consult with their doctors or other licensed health care professionals about the effect of prescribed medications on their ability to perform their specific job duties in a safe manner, and to promptly disclose any work restrictions to their supervisors or the Human Resources Department.
Voluntary Requests for Assistance
Employees with drug and/or alcohol problems are encouraged to seek help before they become subject to discipline for violating this or other Company policies. DHM will support, assist, and accommodate such employees to the extent required by applicable law. Information about sources of help for drug and alcohol problems, including DHM’s Employee Assistance Program, this policy, and the consequences that may result from violations of this policy, is available from the Human Resources Department.
Employees will not be disciplined by DHM because they request assistance. Employees may not, however, escape discipline by requesting assistance after they violate DHM’s policies. In addition, employees who request assistance will not be excused from complying with DHM’s policies, including its standards for employee performance and conduct.
Testing
DHM reserves the right to conduct reasonable suspicion and other drug and alcohol tests in accordance with the requirements of applicable law. These tests may include breath or urine tests in the following circumstances:
Pre-employment: All applicants who have received a conditional offer of employment must pass a drug test before they are hired by and/or begin working for DHM.
Reasonable Suspicion: Employees are subject to drug and/or alcohol testing if DHM reasonably suspects them of using, possessing, or being under the influence of alcohol or illegal drugs while they are working, operating company vehicles, machinery or equipment, present on company premises, or present in any other location performing services for DHM.
Random Testing: At any time, DHM may institute a random or universal drug-testing program for all employees. In such event, DHM will advise all employees of the testing procedures and the implementation date.
Post-accident: Employees are subject to drug and/or alcohol testing if they have an accident at work. Employees must notify their supervisors or Human Resources Representative as soon as safely possible after any accident, even if it does not result in a serious injury to a person or significant damage to company vehicles, machinery, equipment, or property.
Consequences
Failure to comply with this policy will result in disciplinary action up to and including termination of employment, as will an employee’s refusal to undergo testing or tampering with testing. Depending on the circumstances, an employee’s return to work, reinstatement and/or continued employment, may be conditioned on the employee’s successful participation in and/or completion of any and all treatments, evaluations, counseling, and rehabilitation programs, passing of return-to-duty and follow-up drug and alcohol tests, and/or other appropriate conditions as determined by DHM.
Confidentiality
DHM will keep medical history information and drug-alcohol misuse records confidential to the extent required by applicable law.