Note: All references to Amazon in this policy are to AMZN CAN Fulfillment Svcs, Inc., unless otherwise stated.
Amazon Canada
Policy: Fulfillment Centre and Delivery Station Drug and Alcohol Abuse Policy
Implemented: January 1, 2011
Updated: October 10, 2018
Published by/Contact Information: Operations Human Resources
Amazon has a strong commitment to its associates to provide a safe work environment and to
promote high standards of associate health and wellness. Amazon also has a strong commitment
to give its customers the best possible products and service. Consistent with the spirit and intent
of this commitment, Amazon has established a comprehensive policy regarding drug and alcohol
abuse.
Policy
This policy is applicable to all associates working in any of Amazon’s Canadian fulfillment centres
and delivery stations, including employees assigned to the locations for temporary assignment or
working in the locations but assigned to other cost centres. While all associates must comply with
applicable drug and alcohol abuse policies, it is particularly important that associates working in
the safety-sensitive environment of Amazon’s Canadian fulfillment centres and delivery stations
comply fully with this policy.
I. Alcoholic Beverages and Cannabis
A.
No open containers of alcoholic beverages may be brought onto or consumed on Company
premises. Being under the influence of an alcoholic beverage while at work, in a work status (such
as attending an outside event or a non-Amazon location in the course of your employment), or on
Amazon premises is prohibited. The only exception to this rule is that alcohol may be served on
the Company premises at authorized Company-sponsored functions or occasions. On such
occasions, employees are expected to act responsibly, drink alcohol only in reasonable quantities,
and make plans to avoid driving after drinking alcohol.
B.
Being under the influence of alcohol or cannabis while in a work status will be cause for
termination. No alcoholic beverages or cannabis may be consumed during lunch or meal breaks.
C.
Recreational cannabis may not be brought onto or consumed on Company premises.
Being under the influence of recreational cannabis while at work, in a work status or on Amazon
premises is prohibited.
D.
For the purpose of this subsection, Company vehicles, parking lots, and storage
facilities or any area used by employees for parking, shall be considered “Company premises.”
II. Illegal Drugs
A.
The use or possession of illegal drugs, or having a measurable quantity of an illegal drug,
while at work or in a work status or on Company premises, will result in immediate suspension
and may be grounds for termination.
B.
The sale, trade, delivery, transfer, or manufacture of illegal drugs while in a work status
or on Company premises will result in termination and possible referral to law enforcement
authorities. The use, sale, trade, delivery, or manufacture of illegal drugs by employees at any
time that may impact the business interests of Amazon, including use of drugs by employees on
their own time, will result in immediate suspension and/or discharge. (The determination of
whether Amazon is impacted will be determined solely by the Company.)
III. Prescription Drugs
A.
Use of a prescription or non-prescription medication that may impair an employee’s
performance or create an unsafe work condition, while at work, in work status, or on Company
premises is prohibited. The sale, purchase, or distribution of prescription drugs while at work, in
a work status, or on Company premises is also prohibited.
B.
Prescription drugs may be brought on to Company premises only by the person for whom
they are prescribed, and shall only be used in the manner, combination, and quantity prescribed.
An employee should discuss with the onsite medical provider if the employee is using a prescribed
drug having documented side effects that could create an unsafe work condition for the employee
or others. These include, for instance, pain medications or other medications containing opiates or
medications that cause drowsiness or inattentiveness. This disclosure will allow the onsite medical
provider to work with the employee to determine if their medication poses any safety risks. The
onsite medical provider may request the associate to obtain written clearance from the prescribing
doctor stating that the employee may safely perform their job and listing any restrictions or
limitations due to the employee’s use of the medication. Failure to disclose use of such prescribed
medications to the onsite medical provider may lead to corrective action, up to and including
termination. The employee will not be asked the reason the medication is necessary nor need
reveal that information to his or her manager or the HR department.
C.
The use, possession or impairment by medical cannabis is strictly prohibited on Company
premises, while at work or in work status. If an employee has been prescribed medical cannabis,
they must disclose this immediately to the HR department. After the Company assesses its ability
to accommodate the employee, and only with express written authorization, will the employee be
permitted to possess or use medical cannabis on Company premises, while at work or in work
status. Failure to disclose the use or possession of medical cannabis and/or use or possess medical
cannabis without express written authorization may lead to corrective action, up to and including
termination.
D.
An employee found in violation of this Section may be suspended immediately and/or
subject to discharge.
IV. Drug Testing
A. General Considerations
Analysis of specimens will be performed by a certified testing service chosen by the Company,
using commonly used and medically proven methods of testing for evidence of drugs and/or
alcohol in the system. Employees are warned that certain drugs can stay in the system, and show
up on drug screen tests, weeks, or even months after use.
B. Reasonable Suspicion Testing
When there is reason to suspect that an employee (a) has used an illegal drug, (b) may be under
the influence of alcohol or cannabis, (c) is using an unreported or unauthorized prescription or
nonprescription medication that may have impaired or be impairing the employee’s work
performance, cause a safety risk or create an unsafe work condition, or (d) is otherwise in
violation of this policy, in a work status, during working hours or on the Company premises, the
Company may require the employee to promptly submit to a drug or alcohol test at the
Company’s expense. Prior to testing, it is expected that the employee’s behavior will be observed
by a member of management or Human Resources, and a second individual will be asked to
observe the employee to verify whether reason to suspect exists, unless this is not feasible or
appropriate under the circumstances. Examples of circumstances giving rise to “Reason to
Suspect” are defined below in the “Definitions” section. The determination of whether Reason to
Suspect exists will be made at the sole discretion of the Company. Employees who suspect
another employee of being impaired or otherwise in violation of this policy must immediately
notify Human Resources or any Company manager.
When employees are asked to submit to a test in these circumstances, the employee will be taken
off the clock and placed on an unpaid leave of absence until the test results are received. If the
drug or alcohol test is negative, the Company will pay the employee at his usual rate of pay for all
regular work hours the employee would have worked if not asked to submit to testing. If the test
results are positive, the leave will remain unpaid.
C. Random Testing
All employees in safety-sensitive positions are subject to periodic, random testing for the use of
alcohol or drugs (including but not limited to illegal and prescription drugs) in violation of this
policy. On an annual basis, the Company will determine the percentage of the safety-sensitive
workforce in each facility that will be randomly tested. On a monthly basis, the Company’s thirdparty testing service will randomly select individual employees from such positions in each
facility to be tested in order to achieve the required percentage.
Employees selected for random testing will be notified by the fulfillment centre’s or delivery
station’s testing service or a designated member of the Human Resources or Safety department
that they must immediately report for testing at a designated testing site. No one except an
employee selected for random testing, his or her manager, and the individuals administering the
test, will be notified that a particular employee has been selected for random testing. An employee
who has been notified that they have been selected for random testing must proceed immediately
to the testing site without eating or drinking anything. Non-exempt employees will remain on the
clock while submitting to a random test. An employee whose test results are found to be positive,
or who fails to comply with the above procedures, including failing to immediately submit to testing
once notified, will be subject to appropriate discipline, up to and including termination of
employment.
To the extent and in the manner required by applicable regulations, including United States
Department of Transportation, employees in job positions requiring a Commercial Drivers
License will be required to submit to periodic, random testing for the use of alcohol or drugs.
D.
Rights to Re-Test
If an employee receives a confirmed positive test result on a drug or alcohol test, the employee
may request, within seven days of being informed of the results of the original test, a re-test of
the original sample. The associate’s test request must be in writing and directed to the Human
Resources Department. The employee must pay for such a re-test, but employees whose retesting
results in a negative test result will be reimbursed the cost of the re-test. All re-tests will be
performed only on the original sample collected.
E. Follow-up Testing
Amazon may also, at any time, without prior notice or warning, require an associate who is
returned to work pursuant to a “Return to Work Agreement” (defined below) to submit to followup testing within the 24 months following hire/return-to work The number, timing, and period of
such follow-up tests will be at Amazon’s sole discretion. Such tests may be required without
“reasonable suspicion” (as that term is used in this Policy).
Failure or refusal to promptly submit to a drug or alcohol test upon management’s request will
result in immediate suspension and be grounds for discharge.
F. Confidentiality
All test results will be shared with the employee, the employee’s supervisor, and Human
Resources but will otherwise be kept confidential to the extent feasible. Thus, test results will only
be shared with others as appropriate under the circumstances, such as, for example, an employee
assistance counselor, an attorney, members of Global Security, or senior management personnel.
Test results will be released as required by law or as necessary to respond to inquiries by a
governmental agency or entity.
All test results and all related information required by this policy, will be maintained by the Human
Resources Department in confidential, secured files maintained separately from employee
personnel files.
VI. Right to Search
When Amazon in its sole discretion believes that there is reason to suspect that an employee is in
the possession of alcohol or drugs or substances prohibited by this policy on Company premises,
the Company may search the employee or any of the employee’s possessions. Such search may
include the employee’s clothing, locker, lunch box, desk, office, car, or any other property on
Company premises, including the Company parking lot, and employees should have no
expectation of privacy concerning such items that they have brought into the workplace.
Failure to promptly permit such searches upon management’s request may result in
disciplinary action, up to and including termination.
VII. Employee Treatment for Alcohol or Substance Abuse
An employee who believes they have developed an addiction to, dependence upon, or otherwise
has a problem with alcohol or drugs is strongly encouraged to seek accommodation and
treatment.
A.
If an employee voluntarily seeks assistance for drug or alcohol problems and successfully
completes treatment before his or her performance is impaired, before violating this Policy, and
before any request by the Company to test or search the employee that later reveals a violation of
this Policy, the employee will not be subject to corrective action for substance abuse, provided the
employee complies with the treatment program and signs and abides by a Return-to-Work
Agreement. However, voluntary participation in the Employee Assistance Program (“EAP”) or an
approved treatment program will not preclude pending corrective action when an employee’s drug
or alcohol use has already violated this Policy and/or resulted in impaired work performance.
B.
Employees who seek treatment for drug or alcohol problems before performance is
impaired or this Policy is violated and who undergo drug or alcohol treatment requiring time away
from work typically will be granted an unpaid leave of absence to permit treatment, although
Amazon is entitled to consider each such request on the merits, including prior accommodation
provided. To initiate a leave of absence, Employees should contact Human Resources or their
Supervisor. Employees will be referred to the Amazon Employee Assistance Program for
evaluation, counseling and/or referral to a specialist or to a specific treatment program.
Alternatively, the employee may contact EAP directly. After the employee consults with EAP, they
will be referred to Human Resources to discuss the length of any leave of absence necessary for
treatment, benefits during leave, and other conditions related to the leave, including the ReturnTo-Work Agreement.
If the employee does not successfully complete the treatment program during the approved leave
of absence, additional leave must be requested in writing and approved by EAP, the employee’s
supervisor, and Human Resources to ensure continued employment. In the event that the
employee completes a treatment program, returns to work, and the problem recurs, the employee
may be subject to disciplinary action, up to and including termination of employment.
C.
All employees who wish to return to work after completing an approved treatment
program must sign a Return-to-Work Agreement. Provisions of the Return-to-Work Agreement
may include, but are not limited to, acceptable work performance standards, mandatory,
continued counseling as recommended by EAP or the treatment counselor with employer
verification, and agreement to submit to follow-up Company-mandated testing without prior
notice during the 24 months following return to work. Failure to successfully complete the
treatment program, refusal or failure to comply with the Return-to-Work Agreement, or testing
positive to a later substance test may result in immediate termination of employment.
D.
An employee seeking medical attention for alcoholism or drug dependence/addiction may
be entitled to certain medical benefits pursuant to the currently applicable health and welfare
benefit plan for that employee. During and after treatment, the employee’s benefits will be treated
in accordance with applicable leave of absence policy and benefits eligibility requirements.
E.
Requests for assistance will be treated with the highest degree of confidentiality that is
appropriate and lawful. However, the employee will be required to give the treatment provider
authorization to advise Amazon of the employee’s progress in, compliance with, completion of
and degree of success with the treatment program. If the employee does not successfully
complete his/her requisite rehabilitation program, the Company will be notified and the
employee’s employment may be terminated in accordance with the Return-to-Work Agreement.
VIII. Discipline
A.
Employees who test positive for drugs, alcohol, or prescription or nonprescription
medications following a reasonable suspicion incident test or a follow-up test or who are in
violation of any part of this policy may be subject to disciplinary action, up to and including
immediate termination, unless the employee is determined to be eligible for accommodation on
the ground of drug or alcohol addiction and cooperates in such accommodation. The Company
shall have the sole discretion in determining appropriate disciplinary actions. Refusal to sign a
consent form, refusal to submit to a test, and/or tampering with a test sample will be grounds for
immediate termination.
B.
Circumstances not warranting termination may result, in addition to any discipline given,
in a referral to Amazon’s Employee Assistance Plan, where an evaluation will be conducted by a
licensed drug/alcohol counselor. When appropriate, employees will be referred by the counselor
to a drug or alcohol treatment specialist or program for additional treatment. In addition, the
company may condition continued employment on an employee participating in the Employee
Assistance Plan or drug or alcohol treatment program.
C.
Employees who engage in illegal conduct with drugs or alcohol while not in a work status
may, in the discretion of Amazon and based on the severity and impact of the conduct on
Amazon and the employee’s ability to work, be subject to any of the procedures or penalties set
forth in this Policy.
IX. Definitions
A. “Alcohol” or “alcoholic beverage”—any beverage that may be consumed that has an alcohol
content of 0.5% or more by volume, either alone or when diluted, mixed, or combined with
other substances.
B. “Drug”—any substance, other than alcohol, capable of altering the mood, perception,
coordination, reflexes or judgment of the individual, including, but not limited to, any over-thecounter medication containing warnings regarding use and cannabis. The drugs Amazon will test
for include, but are not limited to, amphetamines, barbiturates, benzodiazepines, cocaine,
methadone, opiates, phencyclidine, propoxyphene, THC (cannabis), and prescription and nonprescription medications. The Company reserves the right to modify this list, without notice, at
any time.
C. “Measurable quantity”—a quantity or measurement of a drug in a person’s system which shows
impairment while at work or consumption of drugs during work or otherwise indicates risk of
impairment at work.
D. “Prescription drug” or “prescription medication”—any substance prescribed for the individual by
a licensed medical practitioner.
E. “Illegal drug”—any drug of which the sale, consumption, or possession is prohibited by law.
F. “Follow up test”—a drug or alcohol test to which Amazon may, for any reason, require an
employee to submit as part of a Return to Work Agreement, at Amazon’s discretion with or
without prior notice or warning or further to a previous positive test.
G. “Reason to suspect”—when observations, other sensory perceptions, or other information would
lead a reasonable individual to suspect that an employee is in possession of, under the
influence of, or has used alcohol, drugs, or other substances or is otherwise in violation of this
policy. Examples include, but are not limited to, the following:
1. Workplace accidents causing acute (not chronic) personal injury that requires
treatment beyond the scope of first aid and/or resulting in property damage of $100
or more.
2. PIT incidents that result from PIT to PIT contact, PIT to equipment contact, PIT to
pedestrian contact, PIT incidents that result in product dropped from C level or
above, or PIT incidents that result in property damage of $100 or more.
3. Serious violation of a safety rule;
4. Staggering or irregular gait;
5. Odor of drugs or alcohol on the breath or otherwise indicative of use;
6. Slurred speech and/or glazed eyes;
7. Uncharacteristic inattentiveness, listlessness, hyperactivity, irritability,
forgetfulness, or wide mood swings;
8. Excessive and otherwise unexplained absenteeism or lateness;
9. Unusual or abnormal behavior potentially attributable to impairment;
10. Unusual illogical speech and/or thought processes;
11. Unusual or uncharacteristic deterioration in personal appearance, hygiene, or
grooming;
12. Dilated or constricted pupils;
13. Where the Company is provided with what it deems to be reliable information that
prohibited use or other conduct has occurred. Such a situation is an example of
circumstances where observance by a second individual may not be appropriate.
Generally, a “Reason to Suspect” should be based upon more than one of the above factors,
unless the circumstances or severity of the employee’s conduct are such that one of the above
factors is alone sufficient for a reasonable individual to suspect that an employee is in
possession of, under the influence of, or has used alcohol, drugs, or other substances or is
otherwise in violation of this policy.
H. “Scheduled drug”—those drugs that are narcotic and may affect the brain or central nervous
system and are classified by law as a controlled substance or narcotic having an addiction or
abuse potential.
I. “Under the influence”—a person will be deemed under the influence of alcohol where an alcohol
test indicates a blood alcohol level of .02% or above. A person will be deemed under the
influence of drugs or prescription or non-prescription medications if reasonable suspicion of
impaired job performance or mental or physical state, as evidenced by behavior, information, or
a safety or security incident or near miss, is supported by a confirmed positive substance test
and use of the substance can explain the behavior, the information, or the safety or security
incident or near miss or if the level found on the test would impair job performance or mental
or physical state.
J. “Work status”—that time during which an employee is actively working for the Company in any
capacity in any location.
X. Consent of Employee
Each associate in a safety-sensitive job, including associates assigned on a temporary basis to
work in Canadian fulfillment centres and delivery stations, will be supplied with a copy of this
Policy and, as a condition of continued employment, must sign the attached form acknowledging
receipt of this Policy, consenting to its terms, and releasing to the Company any drug or alcohol
test results. The associate will be provided the copy of the Policy; the signed form will be kept in
each associate’s personnel file. A consent form will not be required at the time of adoption of
random drug and alcohol testing, but copies of the amended form will be made available to all
associates. Other associates will be required to sign a Consent if Amazon determines it is
necessary to conduct testing under this policy. Refusal to sign a Consent and cooperate in testing
will be grounds for discipline up to and including termination.
RECEIPT, CONSENT, AND RELEASE FORM
Pursuant to Amazon’s Drug and Alcohol Policy (the “Policy”), I, _______________ , hereby
acknowledge receipt of a copy of the Policy and give my consent to, and authorize, any medical
facility, sampling facility, or laboratory to perform any sampling, testing, or medical procedures
to determine the presence and/or level of alcohol or drugs in my body when so requested by
Amazon. I give my consent to the taking of urine, blood, or saliva samples and breathalyzers for
such purposes.
I further give my consent to release to Amazon, or its designated agents, the results of any tests
or medical procedures performed pursuant to this consent form, including any tests or medical
procedures to determine the level and/or presence of alcohol or drugs in my body.
I further consent to, and authorize, Amazon to search my person or any of my possessions,
including but not limited to my clothes, locker, lunch box, desk, office, car, or any other property
on Company premises, when there is reason to suspect, as determined solely by the Company,
that I am in the possession of alcohol or drugs or substances on Company premises as
prohibited by Amazon’s guidelines regarding drug and alcohol abuse.
I realize that my refusal to sign this form constitutes insubordination and a violation of Amazon
Policy and that for such refusal I may be disciplined, up to and including discharge.
A copy of this document shall be valid as an original.
_________________________________ Employee
_______________________________
Date