Quick Answer
Any impairment that affects safety, focus, or judgment is strictly prohibited. Team members must report to work fit for duty and remain unimpaired throughout their shift.
Key Expectations
Prohibited conduct includes working while impaired, possessing or using illegal drugs or alcohol on company property or time, refusing required testing, or tampering with test results. Cannabis impairment during work hours is prohibited regardless of state law. Testing may occur after incidents, accidents, based on reasonable suspicion, or as required by policy or law.
Support & Confidentiality
Team members are encouraged to report concerns and seek support early. Confidential resources, including the Employee Assistance Program (EAP), are available.
Governing Policy
This article is a summary. All drug, alcohol, impairment, testing, reporting, and enforcement requirements are governed by the LWG Safety Manual and applicable laws. The Safety Manual controls in all cases.
**The following is an excerpt from the LWG Safety Manual**
Safety, focus, and sound judgment are essential on the job. Any impairment that affects performance or safety is strictly prohibited. For reporting procedures, refer to the Reporting & Escalation section of this [LWG Safety] manual for step-by-step instructions.
Prohibited Conduct Includes:
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Prohibited Substances on Premises: Use, possession, sale, transfer, or distribution of illegal drugs or alcohol on company property or time.
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Impairment at Work: Reporting to work under the influence of alcohol or any substance that impairs physical or mental function is strictly prohibited. Use of such substances during work hours or in any context that affects safe job performance is not permitted.
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Cannabis: Use of cannabis that results in impairment during work hours is prohibited, regardless of its legal status in your state. Team members must report to work unimpaired and remain fit for duty throughout their shift.
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Prescription or Recreational Drug Use: Using prescription, over-the-counter, or recreational drugs that impair your physical or mental ability to perform job duties safely.
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Drug & Alcohol Testing Refusal: Refusing to comply with post-incident, random, or reasonable suspicion drug or alcohol testing violates company policy. Refusal may be considered a violation of company policy and subject to corrective action.
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Test Tampering: Falsifying or interfering with drug or alcohol test procedures or results.
Supervisor Responsibilities
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Monitor team members for signs of impairment.
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Document and report observations clearly and factually.
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Coordinate testing procedures per policy and support a respectful process.
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Protect confidentiality and offer resources as appropriate.
Testing & Enforcement
Team members may be subject to drug and alcohol testing under the following circumstances:
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Post-incident or injury.
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Following a vehicle accident, property, or equipment damage.
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Based on observed behavior or reasonable suspicion, such as slurred speech, impaired coordination, odor of alcohol or cannabis, erratic behavior, or unsafe decision-making.
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As required by law, regulation, company policy, or insurance policy.
Reporting & Support
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Medication Disclosure: Inform your supervisor or HR if you’re using substances that may impair safety.
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Reporting Concerns: Immediately report any suspected impairment to your supervisor or HR.
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Support for Substance Use: If you're struggling with substance use, you are not alone. Confidential support is available through our Employee Assistance Program (EAP). Team members are encouraged to seek support early and without fear of judgment.
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Confidentiality: All health-related disclosures, testing results, and requests for assistance will be handled with strict confidentiality, in accordance with applicable laws and company policy.
