Drug & Alcohol Use
It is CitiGlobal’s desire to provide a drug‑free, healthful, and safe workplace. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.
While on CitiGlobal premises and while conducting business‑related activities off CitiGlobal premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or engage in the unlawful manufacture, distribution, dispensation, possession, or use of illegal drugs. Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.
The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.
The legal use of over-the-counter drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.
Operating company vehicles while taking any drugs which may impair the driver’s performance is against the law and strictly prohibited. This includes, but is not limited to illegal drugs, alcohol, prescribed drugs and over-the-counter drugs (such as antihistamines, cough medications containing alcohol or codeine, etc.).
To inform employees about important provisions of this policy, CitiGlobal has established a drug‑free awareness program. The program provides information on the dangers and effects of substance abuse in the workplace, resources available to employees, and consequences for violations of this policy.
CitiGlobal is committed to providing a safe, efficient, and productive work environment for all employees. In keeping with this commitment, employees and job applicants may be asked to provide body substance samples (e.g., blood, urine) to determine the illicit use of marijuana, cocaine, opiates, amphetamines, alcohol, barbiturates, and phencyclidine (PCP). CitiGlobal will attempt to protect the confidentiality of all drug test results. Drug tests may be conducted in any of the following situations:
PRE‑EMPLOYMENT ‑ as a pre-qualification to assuming any position, prospective employees are required to provide a body substance sample for drug testing. This occurs in connection with the pre‑ employment medical examination.
PERIODIC ‑ this test occurs in connection with qualifying medical examinations for required licenses.
REASONABLE CAUSE – Tests of this kind occurs when workplace unusual behavior in the work place indicates that an employee is under the influence of drugs. Such behavior must be witnessed by at least one supervisor.
POST‑ACCIDENT ‑ any current employee who is involved in a serious incident or accident while on duty, whether on or off the employer’s premises, may be asked to provide a body substance sample to verify physical condition.
RANDOM TESTING ‑ Employees holding safety‑sensitive positions may be subject to tests at any time on a random basis.
Subject to any limitations imposed by law, a refusal to provide a body substance sample under the conditions described above may result in disciplinary action, up to and including termination of employment.
Any driver who refuses to be tested under the provisions of the DOT regulations will not be permitted to operate a commercial motor vehicle. Any driver who tests positive for drugs will be immediately disqualified and taken off the road. Where test results are positive, the driver will be advised by the Disciplinary Review Officer as to what drug was discovered.
In keeping with CitiGlobal’s intent to provide a safe and healthful work environment, smoking in the workplace is prohibited except in those locations that have been specifically designated as smoking areas. In situations where the preferences of smokers and nonsmokers are in direct conflict, the preferences of nonsmokers will prevail.
Security officers shall not smoke while on-duty in public view, or in areas where it is prohibited, including client managed properties and CitiGlobal owned vehicles.