MARZANO & SONS
GENERAL ENGINEERING CONTRACTORS, INC
P.O. BOX 178
JUNE LAKE, CA 93529
(760) 648-7455


CONTROLLED SUBSTANCES AND ALCOHOL POLICY NOTICE TO EMPLOYEES
Reviewed and Revised 1/30/2023


Marzano & Sons, as of this date, has expanded its Drug and Alcohol Testing Program to include all non-supervisory hourly wage earning employees. In addition, submitting to Controlled Substance Testing will now be a condition of pre-employment for all hourly wage applicants.

 The Company Drug and Alcohol Program Manager is Robert Morgan.  Nothing in this addendum alters Marzano & Sons current employee compliance requirements under the Federal Motor Carrier Safety Administration (FMCSA) and Department of Transportation (DOT) Mandated Programs administered by Foley Laboratory Services, Inc.  

All prohibited controlled substances and alcohol misuse as defined by FMCSA and DOT will be extended to apply to all non-supervisory wage earning employees, regardless of their use of vehicles or heavy equipment during work hours. The FMCSA/DOT Mandated Program is available for your review in the Marzano & Sons office in June Lake, Mammoth Ready Mix Plant and Marzano & Sons Aggregate Quarry.

The implementation date of this Notice is the date it is received by the employee Starting October 10, 2001. Any curremt employee fitting the above employment category will be notified to report to Mammoth Hospital for testing if the Program Manager has reasonable cause to suspect drug or alcohol abuse due to credible rumor, eyewitness account, or if an employee displays visible impairment. Once you receive the notice, you must immediately report for testing.

There will be the same serious consequences as required by FMCSA, as well as consequences imposed by Marzano & Sons, for employees whe engage in prohibited conduct. These consequence include, but are not limited to. 

  1. Refusal to submit to testing will be grounds for dismissal.
     
  2. No employee shall report for duty, or remain on duty if the employee tests positive for controlled substances.
     
  3. After the first prohibited conduct event, the employee will be required to be evaluated by a Substance Abuse Professional to determine what assistance, if any, the employee may need in dealing with controlled substances use or alcohol misuse. Employee will be responsible for costs incurred for recommended substance abuse treatments.
     
  4. Return-to-duty testing, as defined in the FMCSA Mandated Program, will be scheduled by the Program Manager. Employee will pay for all return-to-duty testing after the first test.
     
  5. Following successful return-to-duty testing after a prohibited conduct event, an employee who requests or has been determined to need assistance in resolving problems associated with the use of controlled substances and/or misuse of alcohol must be placed in a follow-up testing program as defined by FMCSA Follow-up testing is at the cost of the employee.
     
  6. After a second prohibited conduct event, the employee will be terminated.
     

Marzano & Sons encourages you to request a copy and review the FMCSA Mandated Program, which is available upon request. 
 

Robert Morgan
Program Manager