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• ' " ILLiNOIS DRUG FREE WORKPLACE ACT" POLICY <br /> Homer L. Chastain � Associates, LLP, a Partnership, has adopted the <br /> model Illinois "Drug Free Workplace Act" as a statement of policy. <br /> The iirm has compiied with provisions of the Act by performing the <br /> following: <br /> (1) Publishing a statement notifying employees that the unlawful <br /> manufacture, :istribution, dispensation, possession or use of <br /> a controllea substance, including cannabis , is prohibited in <br /> CHASTAIN' S workplace; specifying the actions that will be <br /> taken against employees for violations of such prohibition; <br /> and notifying the employee that, as a condition of employment <br /> on such contract, the employee shall abide by the terms of the <br /> statement, and notify the employer of any criminal drug <br /> statute conviction for a violation occurring in the workplace <br /> no later than five (5) days after such conviction. <br /> (The statement given to all employees is attached. ) <br /> (2) Establishing a drug free awareness program to infonn employees <br /> about the dangers of drug abuse in the workplace; CHASTAIN' S <br /> policy of maintaining a drug free workplace; any available <br /> drug counseling, rehabilitation, and employee assistance <br /> programs; and the penalties that may be imposed upon employees <br /> for drug violations . <br /> (3) Providing a copy of the statement required by paragraph (1) to <br /> each employee engaged in the performance of the contract and <br /> to post the statement in a prominent place in the workplace. <br /> (4) Notifying the Illinois Department of Transportation within ten <br /> (10) days after receiving notice from an employee or othennrise <br /> receiving actual notice of the conviction of an employee for <br /> a violation of any criminal drug statute occurring in the <br /> workplace . <br /> (5) Imposing or requiring, within 30 days after receiving notice <br /> from an employee of a conviction or actual notice of such a <br /> conviction, an appropriate personnel action, up to and <br /> including termination, or the satisfactory participation in a <br /> drug abuse assistance or rehabilitation program approved by a <br /> federal, state or local health, law enforcement or other <br /> appropriate agency. <br /> (6) Assisting employee in selecting a course of action in the <br /> event drug counseling, treatment, and rehabilitation is <br /> required and indicating that a trained referral team is in <br /> place. <br /> (7) Making a good faith effort to continue to maintain a drug free <br /> workplace through implementation of the actions and efforts <br /> stated in this certification. <br /> ro Page 4 of 4 <br /> d:�95sefc�eeo <br />