Drug Free Workplace Policy
Ref. No.: CPP-HR_0481_V2_Drug Policy Drug Free Workplace Policy
1.0 Objective
To provide a safer workplace for all Infinit-O employees and to adhere to the provisions of the Dangerous Drugs Acts of 2002
2.0 Scope
All current and prospective employees are required to submit to random drug testing. In accordance with applicable law, we do not test prospective employees unless we have already extended an offer of employment.
3.0 Confidentiality
This policy protects employees and their privacy to the fullest extent of the law. Only people who must know the results will have access to them. Infinit-O will send the positive drug test results to any accredited Department of Health (DOH) clinic for validation. Test results may be used in any court case arbitration, or administrative hearing that resulted from the drug test. These results will not be used against the employee in any criminal prosecution. If the employee referred to a treatment/rehabilitation center, the drug test results will be disclosed to the patient’s medical officer. .
4.0 Cost
Infinit-O will pay all the cost of the drug test it requires. The validation test shall still be shouldered by the Company. The employee will pay for any other re tests or outside validation tests he requests.
5.0 Disciplinary Action
If the accredited Department of Health (DOH) Clinic authorities determine that the positive test results were accurate after the validation test, the following disciplinary actions shall be imposed:
1. Probationary and Contractual Employees – A Notice of Termination will be given to them by Human Resources Department at least a day before the effective date of such termination.
2. Regular Employees – The following procedures shall be implemented:
a. Human Resources Department will give a written notice informing him about the positive result of the validated drug test with a copy given to respective department head / branch manager.
b. From this, the employee will be asked to explain the results in writing within 5 calendar days. Upon receipt of the explanation letter and finding the reasons to be unjustifiable, a notice from Human Resources Department shall be given to ask the employee to undergo forced Vacation Leave for thirty (30) working days consuming his leave credits or Paid Days Off. From this period, he is expected to recover and signify interest in overcoming this medical finding.
c. After a maximum of thirty (30) days recuperation, Infinit-O accredited HMO clinic shall conduct presumptive drug testing to the afflicted employee. If the drug retest resulted to negative findings, the employee may report to work and shall be given Medical Clearance. However, if the retest resulted to positive findings, the urine specimen shall be brought to accredited Department of Health (DOH) clinic for another confirmatory test.
d. If the accredited Department of Health (DOH) clinic confirms that the employee is indeed positive from drug usage, following due process team member will be issued Notice to Explain and admin hearing will be conducted. Once confirmed positive based on evidences and deliberation a termination notice shall be issued for discontinuation of employment.
e. On the other hand, if the confirmatory test yielded negative results, the employee shall still be subject to a randomly scheduled drug monitoring test which shall be conducted by Infinit-O accredited HMO clinic. Regular counseling sessions shall also be provided by Human Resources until such time the employee fully overcomes the unfavorable experience.
f. If during these monthly monitoring tests the results yield again to positive usage of illegal drugs, the sample shall be forwarded to an accredited Department of Health (DOH) clinic for confirmation and if the clinic confirms the positive results are accurate, following due process team member will be issued Notice to Explain and admin hearing will be conducted. Once confirmed positive based on evidences and deliberation a termination notice shall be issued for discontinuation of employment.
g. If the accredited Department of Health (DOH) clinic confirms that the positive test results are inaccurate, the employee shall undergo counseling from HR and will continue with the randomly scheduled drug testing.
6.0 Illegal Use of Drug is a Just Cause for Termination
Possession and use of illegal drug is a serious misconduct. As defined by the Philippine Labor Code, serious misconduct is defined as the transgression of some established and definite rule of action, a forbidden act, a dereliction of duty willful in character and implies wrongful intent and not mere error in judgment.
7.0 Drug and Alcohol Use at Workplace is Prohibited
Infinit-O will not tolerate any use, trafficking, possession of nonprescribed drugs or alcohol. If the employee comes to work under the influence of drugs or alcohol or using drugs or alcohol within Company’s premises, the employee will be dismissed from employment as stated in Infinit-O Table of Offenses.
Related Articles
Mental Health Policy
CPP-HR_0213_Mental Health Policy Prepared M. Martinez 03/15/2021 Approved F. Lenoir 06/11/2021 1.0 Objective ● To raise awareness and reduce stigma toward mental illness and recognize its impact in our society. ● To mitigate mental ...Network Services Acceptable Usage Policy
Ref. No.: CPP-IT-0201_V2_Network Services Acceptable Usage Policy.doc Prepared W. Cundangan 04/26/2017 Approved R. Eldridge 05/01/2017 1.0 Objective 1.1 The purpose of this policy is to outline and establish guidelines the acceptable use of ...Internet Usage Policy
Internship Policy
Ref. No.: CPP-HR_0701_Internship Policy Prepared O. Es-Sabti / C. Delfin 06/29/2021 Approved F. Lenoir 08/26/2021 1. Objective 1.1. To provide the necessary structure for the implementation of an internship program in INFINIT-O and to outline ...Hybrid Policy
CPP-HR-0111_Hybrid Policy VERSION APPROVAL DATE AUTHOR CHANGES APPROVED BY 1.0 7 JULY 2022 R. TAN 1. Philosophy Infinit-O’s believes in creating endless opportunities for our partners to realize their full potential. The recent changes in the ...