DRUG FREE Workplace Policy Program

IONICSHADE CONSTRUCTION SERVICES
“DRUG-FREE WORKPLACE POLICY AND PROGRAM”
In compliance with Article V of Republic Act No. 9165, otherwise known as the
Comprehensive Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations
and DOLE Department Order No. 53-03, series of 2003 (Guidelines for the Implementation
of a Drug-Free Workplace Policies and Programs for the Private Sector), IONICSHADE
CONSTRUCTION SERVICES hereby adopts the following policies and programs to achieve
a drug-free workplace:
I. COMPANY POLICY ON DRUG-FREE WORKPLACE
IONICSHADE CONSTRUCTION SERVICES explicitly prohibits:
 The use, possession, solicitation for, or sale of dangerous drugs on

company premises or while performing an assignment.
 Being impaired or under the influence of dangerous drugs away from the
company, if such impairment or influence adversely affects the employee's work
performance, the safety of the employee or of others, or puts at risk the
company's reputation.
 Possession, use, solicitation for, or sale of dangerous drugs away from the
company premises, if such activity or involvement adversely affects the
employee's work performance, the safety of the employee or of others, or puts
at risk the company's reputation.
 The presence of any detectable amount of dangerous drugs in the

employee's system while at work, while on the premises of the company, or
while on company business. "Dangerous Drugs" include those listed in the
Schedules annexed to the 1961 Single Convention on Narcotic Drugs, as
amended by the 1972 Protocol, and in the Schedules annexed to the 1971
Single Convention on Psychotropic Substances as enumerated in the attached
annex of R.A. 9165.
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II. COMPANY PROGRAM ON DRUG-FREE WORKPLACE
A. MANDATORY DRUG TEST
1. To ensure that only those qualified shall be screened and recruited to prevent
the detrimental effects (e.g. lower productivity; poor decision making;
increased accidents; more compensation claims; and reduced team effort)
which drug use and abuse may cause in the workplace, the conduct of
mandatory drug test shall be required for pre-employment.
2. IONICSHADE CONSTRUCTION SERVICES may also conduct drug testing

under any of the following circumstances:
i. RANDOM TESTING: Officer/employees may be selected at random

for drug testing at any interval determined by the Company.
ii. FOR-CAUSE TESTING: The company may ask an officer/employee

to submit to a drug test at any time it feels that the employee may be under
the influence of drugs, including, but not limited to, the following
circumstances: evidence of drugs on or about the employee's person or in
the employee's vicinity, unusual conduct on the employee's part that
suggests impairment or influence of drugs, negative performance patterns,
or excessive and unexplained absenteeism or tardiness.
iii. POST-ACCIDENT TESTING: Any officer/employee involved in a

“Near-Miss” incident or “Work Accident” under circumstances that suggest
possible use or influence of drugs may be asked to submit to a drug test. As
defined herein, “Near-Miss” means an incident arising from or in the course
of work which could have led to injuries or fatalities of the workers and/or
considerable damage to the employer had it not been curtailed. “Work
Accident” refers to unplanned or unexpected occurrence that may or may
not result in personal injury, property damage, work stoppage or interference
or any combination thereof of which arises out of and in the course of
employment.
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3. All drug tests shall employ, among others, two (2) testing methods, the
screening test which will determine the positive result as well as the type of
the drug used and the confirmatory test which will confirm a positive
screening test. Where the confirmatory test turns positive, the company’s
Assessment Team shall evaluate the results and determine the level of care
and administrative interventions that can be extended to the concerned
employee.
.
4. IONICSHADE CONSTRUCTION SERVICES shall inform the
officer/employee who was subjected to a drug test of the test-results whether
positive or negative.
5. All costs of drug testing shall be borne by IONICSHADE CONSTRUCTION

SERVICES
B. TREATMENT, REHABILITATION, AND REFERRAL
1. An officer/employee who, for the first time, is found positive of drug use, shall
be referred for treatment and/or rehabilitation in a DOH accredited center. For
this purpose, IONICSHADE CONSTRUCTION SERVICES shall provide a list
of at least three (3) accredited facilities which an employee who was tested
positive for drugs may choose from.
2. Following rehabilitation, the company’s Assessment Team, in consultation

with the head of the rehabilitation center, shall evaluate the status of the drug
dependent employee and recommend to the employer the resumption of the
employee’s job if he/she poses no serious danger to his/her co-employees
and/or the workplace.
3. All costs for the treatment and rehabilitation of the drug dependent employee
shall be charged to his account. The period during which the employee is
under treatment or rehabilitation shall be considered as authorized leaves.
4. Repeated drug use even after ample opportunity for treatment and
rehabilitation shall be dealt with the corresponding penalties under R.A. 9165
and is a ground for dismissal.
C. ADVOCACY, EDUCATION AND TRAINING

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1. IONICSHADE CONSTRUCTION SERVICES undertakes to increase the
awareness and education of its officers and employees on the adverse effects
of dangerous drugs through continuous advocacy, education and training
programs/activities to all its officers and employees.
2. All officers and employees are required to undergo an orientation/education

program before assumption of their respective duties. The program shall
include the following topics:
i. Salient features of R.A. 9165;

ii. Adverse effects of abuse and/or misuse of dangerous drugs on
the person, workplace, family and the community;
iii. Preventive measures against drug abuse; and
iv. Steps to take when intervention is needed, as well as available
services for treatment and rehabilitation.
3. To encourage all officers and employees to lead a healthy lifestyle while at
work and at home, A IONICSHADE CONSTRUCTION SERVICES BC
Company undertakes to conduct the following activities as often as possible:
i. Lifestyle assessment programs on health nutrition, weight

management, stress management, alcohol abuse, smoking
cessation, and other indicators of risk diseases;
ii. Health wellness screenings (e.g. blood pressure and heart rate,
cholesterol test, blood glucose, etc.);
iii. Sports, recreational and fun-game activities; and
iv. Other activities promoting health and wellness.
D. ROLES, RIGHTS AND RESPONSIBILITIES OF EMPLOYER AND EMPLOYEES
1. IONICSHADE CONSTRUCTION SERVICES shall ensure that the workplace

policies and programs on the prevention and control of dangerous drugs,
including drug testing, shall be disseminated to all officers and employees.
The employer shall obtain a written acknowledgement from the employees
that the policy has been read and understood by them.
.
2. IONICSHADE CONSTRUCTION SERVICES shall maintain the confidentiality
of all information relating to drug tests or to the identification of drug users in
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the workplace; exceptions may be made only where required by law, in case
of overriding public health and safety concerns; or where such exceptions
have been authorized in writing by the person concerned.
3. All officers and employees shall enjoy the right to due process, absence of
which will render the referral procedure ineffective.
E. CONSEQUENCES OF POLICY VIOLATIONS
1. Any officer or employee who uses, possesses, distributes, sells or attempts to

sell, tolerates, or transfers dangerous drugs or otherwise commits other
unlawful acts as defined under Article II of RA 9165 and its Implementing
Rules and Regulations shall be subject to the pertinent provisions of the said
Act.
2. Any officer or employee found positive for use of dangerous drugs shall be
dealt with administratively in accordance with the provisions of Article 282 of
Book VI of the Labor Code and under RA 9165.
F. MONITORING AND EVALUATION
1. The implementation of these policies and programs shall be monitored and

evaluated periodically by management to ensure a drug-free workplace. For
this purpose, an Assessment Team shall be constituted in accordance with
D.O. 53-03.
G. EFFECTIVITY
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1. The provisions of these policies and programs shall be immediately effective
after its ratification by the management and the employee’s representatives
and its posting in the company’s bulletin board.
ARVIN JOSEPH LAO LIALYN S. DELOS SANTOS
Owner/Manager Employees’ Representative
DATE: __________________

DRUG FREE Workplace Policy Program

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IONICSHADE CONSTRUCTION SERVICES

“DRUG-FREE WORKPLACE POLICY AND PROGRAM”

I. COMPANY POLICY ON DRUG-FREE WORKPLACE

IONICSHADE CONSTRUCTION SERVICES explicitly prohibits:

 The use, possession, solicitation for, or sale of dangerous drugs on

 The presence of any detectable amount of dangerous drugs in the

A. MANDATORY DRUG TEST

2. IONICSHADE CONSTRUCTION SERVICES may also conduct drug testing

i. RANDOM TESTING: Officer/employees may be selected at random

ii. FOR-CAUSE TESTING: The company may ask an officer/employee

iii. POST-ACCIDENT TESTING: Any officer/employee involved in a

5. All costs of drug testing shall be borne by IONICSHADE CONSTRUCTION

B. TREATMENT, REHABILITATION, AND REFERRAL

2. Following rehabilitation, the company’s Assessment Team, in consultation

C. ADVOCACY, EDUCATION AND TRAINING

2. All officers and employees are required to undergo an orientation/education

i. Salient features of R.A. 9165;

i. Lifestyle assessment programs on health nutrition, weight

D. ROLES, RIGHTS AND RESPONSIBILITIES OF EMPLOYER AND EMPLOYEES

1. IONICSHADE CONSTRUCTION SERVICES shall ensure that the workplace

E. CONSEQUENCES OF POLICY VIOLATIONS

1. Any officer or employee who uses, possesses, distributes, sells or attempts to

F. MONITORING AND EVALUATION

1. The implementation of these policies and programs shall be monitored and

ARVIN JOSEPH LAO LIALYN S. DELOS SANTOS

Owner/Manager Employees’ Representative

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