Laserfiche WebLink
AGREEMENT NO. C-1-2486 <br />EXHIBIT D <br />Temporary personnel and consultants who are on the grantee's payroll are <br />covered. Similar workers, who are not on the grantee's payroll, but on the payroll <br />of contractors working for the grantee, are not covered even if physical place of <br />employment is in the grantee's workplace. <br />By establishing a continuing, drug-free awareness program to inform employees <br />of the dangers of drug abuse; the company's drug-free workplace policy; the <br />penalties for drug abuse violations occurring in the workplace; the availability of <br />any drug counseling, rehabilitation, and/or employee assistance plans offered <br />through the employer. <br />By requiring each employee directly involved in the work of the contract or grant <br />to notify the employer of any criminal drug statute conviction for a violation <br />occurring in the workplace not less than five (5) calendar days after such <br />conviction. <br />By notifying the Federal agency with which the employer has the contract or <br />grant of any such conviction within ten (10) days after being notified by an <br />employee or any other person with knowledge of a conviction. <br />By requiring the imposition of sanctions or remedial measures, including <br />termination, for an employee convicted of a drug abuse violation in the <br />workplace. These sanctions may be participation in a drug rehabilitation program <br />if so stated in the company policy. <br />By continuing to make a "good-faith" effort to comply with all of the requirements <br />as set forth in the Drug-Free Workplace Act. <br />All employers covered by the law are subject to suspension of payments, <br />termination of the contract or grant, suspension or debarment if the head of the <br />contracting or granting organization determines that the employer has made any <br />type of false certification to the contracting or grant office, has not fulfilled the <br />requirements of the law, or has excessive drug violation convictions in the <br />workplace. Penalties may also be imposed upon those employing a number of <br />individuals convicted of criminal drug offenses as this demonstrates a lack of <br />good faith effort to provide a drug-free workplace. The contract or grant officer <br />may determine the number on a case-by-case basis. Employers who are <br />debarred are ineligible for other Federal contracts or grants for up to five (5) <br />years. Compliance may be audited by the Federal agency administering the <br />contract or grant. <br />The Drug-free Workplace Act does not require employers to establish an <br />employee assistance program (EAP) or to implement drug testing as a part <br />of the program. <br />Source: Federal Registers April 11, 1988 & May 25, 1990 & the Federal Acquisition Streamlining <br />Act of 1994 (FASA). <br />Page 2 of 2 <br />Revised: 0310312010 <br />25J-21