QuickHire™ Drug & Alcohol Policy

Effective Date: 30 September 2025

Applies To: All applicants, employees, and assigned personnel of QuickHire™, including those working at client worksites.

Purpose. QuickHire™ is committed to a safe, healthy, and productive workplace. This policy sets expectations regarding alcohol, drugs, and controlled substances; outlines testing circumstances; and explains consequences for violations.

1) Scope & Definitions

1.1 Covered individuals. All applicants, employees, and assigned personnel, including temporary, temp-to-perm, and direct-hire placements, whether on QuickHire™ premises or at client worksites.

1.2 Prohibited “Drugs.” For purposes of this policy, “drug(s)” include:

  • Marijuana (cannabis) in any form or route of administration, whether recreational or medical;

  • Hemp-derived cannabinoids including delta-8 THC, delta-10 THC, HHC, THCP, and similar compounds;

  • Controlled substances under federal or state law (whether legal or illegal to possess), when used, possessed, or present in the body inconsistent with a valid prescription or in a manner that may impair;

  • Misused prescription or over-the-counter medications (e.g., taken in excess of prescribed doses or for non-medical purposes).

1.3 Alcohol. Alcohol use, possession, sale, distribution, or being under the influence on company or client time/property is prohibited, except at authorized events with prior written approval.

1.4 Impairment. Presenting signs of impairment or having a confirmed positive test result for alcohol or drugs as defined herein is a policy violation, regardless of legality under state law or off-duty use.

Note: QuickHire™ is a staffing company with safety-sensitive assignments. Because federal law still classifies marijuana as a Schedule I substance, marijuana and cannabinoid products (including delta-8/delta-10) are prohibited at work and may disqualify applicants or lead to discipline for employees, even where state law permits use.

2) Prohibited Conduct

  • Possession, use, sale, purchase, distribution, manufacture, or being under the influence of alcohol or drugs during work time, on company/client property, or while operating company/client vehicles or equipment.

  • Reporting to work impaired or with detectable levels of drugs or alcohol in violation of this policy.

  • Refusing a required test, adulterating/substituting a specimen, or failing to cooperate in the testing process.

  • Misuse of legally prescribed or OTC medications that could impair safe performance.

3) Prescription & OTC Medications

  • Employees must use medications only as prescribed and consult the prescribing provider or pharmacist about possible side effects that may impair work.

  • If a medication may impair safe performance, employees must promptly notify QuickHire™ HR to discuss possible temporary job modifications or reassignment.

  • QuickHire™ may request verification that a medication was lawfully prescribed to the employee. Do not disclose diagnosis; share only fitness-for-duty information.

4) Testing Circumstances

Where permitted by law and client requirements, QuickHire™ may require testing in the following situations:

4.1 Pre-employment / Pre-assignment. As a condition of placement.
4.2 Reasonable suspicion. Based on specific, contemporaneous observations (e.g., appearance, behavior, speech, odors).
4.3 Post-accident / incident. Following work-related accidents, near misses, or OSHA recordable events where impairment could be a contributing factor, consistent with applicable OSHA guidance.
4.4 Random (if applicable to assignment). For safety-sensitive roles or client-mandated programs.
4.5 Return-to-duty / follow-up. As part of a last-chance or rehabilitation agreement.

Testing methods may include urine, saliva, breath, blood, hair, or other lawful methods administered by a certified laboratory/collector. A Medical Review Officer (MRO) may verify positives for prescription explanations where applicable.

5) Results, Refusals & Consequences

  • A verified positive, refusal to test, adulteration/substitution, or obstruction of the process violates this policy and may result in: withdrawal of an offer, removal from assignment, disciplinary action up to and including termination, and/or ineligibility for future assignments.

  • Employees removed from a client site for suspected impairment may be placed on unpaid status pending investigation and test results where allowed by law.

  • QuickHire™ complies with all DOT-regulated testing for DOT-covered positions. DOT rules supersede any conflicting policy terms.

6) Assistance & Resources

QuickHire™ encourages employees to seek help for substance use concerns before performance or safety is affected. Where available, employees may use company resources or community programs on a voluntary basis. Participation in assistance programs does not excuse policy violations or preclude testing/discipline where indicated.

7) Searches

Where permitted by law and client policy, the company or client may conduct reasonable searches of work areas, lockers, vehicles on company/client property, personal items brought onto property, and other areas when there is reasonable suspicion of a violation. Refusal to consent may result in discipline or removal from assignment.

8) Confidentiality & Records

All testing records and related information will be maintained confidentially and disclosed only to those with a legitimate business need or as required by law.

9) State & Federal Law; Accommodation

  • Nothing in this policy permits the use, possession, or impairment by illegal drugs under federal law at work.

  • QuickHire™ will consider reasonable accommodations for disabilities consistent with applicable law; however, accommodation does not require permitting on-duty use, possession, or impairment.

  • Employees must comply with client-specific requirements that may be stricter than this policy.

10) Policy Administration

Questions about this policy should be directed to HR at info@quickhire.agency or (317) 442-1437 QuickHire™ may revise this policy at any time.

Employee Acknowledgment — Drug & Alcohol Policy

I acknowledge that I have received, read, and understand the QuickHire™ Drug & Alcohol Policy. I understand that marijuana and hemp-derived cannabinoids (including delta-8 and delta-10) are considered drugs for purposes of this policy and are prohibited at work or while on duty. I agree to comply with the policy, including testing requirements, and I understand violations may result in disciplinary action up to and including termination and/or removal from assignment.