Substance Abuse Policy

POLICY BRIEF & PURPOSE

Boomitra is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when any employee illegally uses drugs on or off the job, comes to work under their influence, possesses, distributes, or sells drugs in the workplace, or abuses alcohol on the job.

The goal of this policy is to balance our respect for individuals with the need to maintain a safe, productive, and drug-free environment. The intent of this policy is to offer a helping hand to those who need it, while sending a clear message that the illegal use of drugs and the abuse of alcohol are incompatible with employment at Boomitra.

We have established safeguards against drug and alcohol abuse to ensure a safe and healthy working environment. Substance abuse not only imposes a burden on those caught up in the abuse, but also on their co-workers. It may lead to poorer job performance and increased accident risks.

To mitigate these risks, we have developed this substance abuse policy to prohibit the use, possession, or sale of drugs on company premises and to strictly regulate the consumption of alcohol.

SCOPE

All employees, contractors, suppliers, stakeholders, and part-time employees should abide by the provisions of this policy.

POLICY ELEMENTS

Violations

The following constitute violations of this policy:

• Using, possessing, selling, trading, offering for sale, or offering to buy illegal drugs, or otherwise engaging in the illegal use of drugs on or off the job.
• Reporting to work under the influence of, or while possessing in the body, blood, or urine, illegal drugs in any detectable amount.
• Reporting to work under the influence of or impaired by alcohol.
• Using prescription drugs illegally, meaning using prescription drugs that have not been legally obtained, or in a manner or for a purpose other than as prescribed. Nothing in this policy precludes the appropriate use of legally prescribed medications.

Violations of this policy are subject to disciplinary action up to and including termination.

To prevent accidents and productivity losses, we implement drug and alcohol tests for employees and candidates when:

• A formal job offer has been made to a final candidate, or when we are about to promote a current employee.
• The circumstances surrounding a workplace accident are unclear and we want to ensure there was no substance abuse involved.
• We wish to test employees randomly, which we will only do where permitted under applicable state or national law.

Depending on the law, you may still clear a random drug test if you test positive for prescription drugs (e.g., medical marijuana). The confidentiality of any information received by the employer through a substance abuse testing program shall be maintained, except as otherwise provided by law. If your job is safety-sensitive, you must demonstrate that you can perform your duties without impairment. Your supervisor will be responsible for identifying and reporting any impairment resulting from drug use.

DISCIPLINARY CONSEQUENCES

We may invoke disciplinary action up to and including termination when you:

• Test positive for hard drugs (e.g., cocaine).
• Sell, or attempt to sell, any form of substance.
• Use any kind of drug or alcohol on company premises.
• Report to work under the influence of alcohol.
• Refuse to take a company-mandated drug test.

Managers together with HR will decide on the appropriate disciplinary action depending on the circumstances.