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CDL Electric Company, Inc. and the public share an interest in a safe, healthy and productive workforce. CDL strictly prohibits the use, sale, solicitation, or transfer of drugs, or other controlled substances, or alcohol on CDL premises (including parking lots) and CDL worksites, wherever located.  Further, CDL strictly prohibits any employee from reporting or being at work under the influence of drugs (unless medically prescribed) or alcohol, wherever such work is being performed, including off CDL property.  This prohibition includes the operation of any CDL vehicle and equipment used in furtherance of CDL work or when off-duty. Therefore, alcohol and/or drugs may not be transported in any CDL property at any time.

Prescriptions drugs are allowed if they do not inhibit the employee’s ability to operate CDL equipment. If warning labels state operation of heavy equipment and/or driving should be prohibited while taking the prescription, the employee needs to notify their supervisor immediately, so accommodations can be made.

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CDL does not accommodate the medical use of marijuana in the workplace. Employees, including state- authorized medical marijuana users, are prohibited from using marijuana while at work, including in CDL vehicles, at CDL worksites or during lunch and coffee breaks on or off site. This prohibition exists even if an employee has a valid physician recommendation for medical marijuana. Employees under Federal testing regulations (e.g: employees required to maintain a valid commercial driver’s license, are subject to additional prohibitions).

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The use or possession of alcoholic beverages while on duty or on company property is prohibited.  Employees must not have any measurable alcohol in their breath or in their bodily fluids when reporting for duty, while on duty, or while on company property.

The use or possession of intoxicants, over the counter or prescription drugs, narcotics, controlled substances, or medication that may adversely affect safe performance is prohibited while on duty or on company property, except medication that is permitted by a medical practitioner and used as prescribed.  Employees must not have any prohibited substances in their bodily fluids when reporting for duty, while on duty, or while on company property.

The possession of drug paraphernalia, drug test adulterants, or specimen substitutions are prohibited.

No regulated employee may use a controlled substance at any time, whether on duty or off duty, except as prescribed by a medical practitioner and used as prescribed.

CDL recognizes the hazards caused by exposure to environmental tobacco smoke, as well as the life-threatening diseases linked to the use of all forms of tobacco. This document shall be the policy of the CDL Corporate Office and all affiliated offices to define a tobacco-use policy for all employees and visitors. This policy covers the smoking of any tobacco product, the use of smokeless tobacco products, e-cigarettes and it applies to both employees and non-employee visitors.

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Smoking Policy:

Smoking Areas are designated at all CDL offices. Smoking tobacco products or the use of e-cigarettes will only be allowed within these designated smoking areas.

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Note: Cigarettes must be placed in designated containers, located in the designated smoking areas. DO NOT throw cigarettes on the ground or in trash receptacles.

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There is absolutely NO SMOKING at the main entrance to the CDL corporate office.

For offices in other locations, please see your supervisor for designated areas.

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Smokeless Tobacco Policy:

At all CDL offices, smokeless tobacco products will be allowed if the following criteria is followed:

All users must use a spittoon or approved container in their offices.

All users must use a colored bottle/container when out of their offices. The container MUST contain a lid.

NO spitting in trash cans, sidewalks or on the floor.

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Smoking Breaks:

One morning and one afternoon break will be allowed to staff. Smokers may use this time to smoke in the designated areas. Non-smokers will also be allowed break times. Each division manager will address effective solutions that do not interfere with the productivity of the staff.

PLEASE SEE YOUR SUPERVISOR FOR ADVISED BREAK TIMES.

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Tobacco Policy in Vehicles:

No smoking or smokeless tobacco use will be allowed in any company. If a personal vehicle is used in transporting CDL employees, clients and/or customers smoking is prohibited while in the course of a business day.

Smokeless tobacco must be accompanied by an appropriate container, no spitting out the window or on the floorboard. 

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Notification/Designated Areas:

Signs are posted in all facilities for designated areas. Visitors will be informed of this policy through posted signs. Employees who want to quit tobacco can ask the HR Department for recommended cessation programs and materials. Any violations of this policy will be handled through CDL standard disciplinary procedures. Any changes to this policy will be at the

discretion of management or a future decision-making body.

CDL is committed to providing a safe, violence-free workplace for our employees. Due to this commitment, we discourage employees from engaging in any physical confrontation with a

violent or potentially violent individual or from behaving in a threatening or violent manner. Threats, threatening language, or any other acts of aggression or violence made toward or by any employee will not be tolerated. A threat may include any verbal or physical harassment or abuse,

attempts to intimidate others, menacing gestures, stalking, or any other hostile, aggressive, and/or destructive actions taken for the purposes of intimidation. This policy covers any violent or potentially violent behavior that occurs in the workplace or at company-sponsored functions.

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All CDL employees bear the responsibility of keeping our work environment free from violence or potential violence. Any employee who witnesses or is the recipient of violent behavior should promptly inform their supervisor, manager, or the Human Resources Department. All threats will be promptly investigated. No employee will be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under this guideline.

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Any individual engaging in violence against the company, its employees, or its property will be prosecuted to the full extent of the law. All acts will be investigated, and the appropriate action will be taken. Any such act or threatening behavior may result in disciplinary action up to and including termination.

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CDL prohibits the possession of weapons on its property at all times, including our parking lots or company vehicles. Additionally, while on duty, employees may not carry a weapon of any type. Weapons include, but are not limited to, handguns, rifles, automatic weapons, and knives that can be used as weapons (excluding pocketknives, utility knives, and other instruments that are used to open packages, cut string, and for other miscellaneous tasks), martial arts paraphernalia, stun guns, and tear gas. Any employee violating this policy is subject to discipline up to and including dismissal for the first offense.

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The company reserves the right to inspect all belongings of employees on its premises, including packages, briefcases, purses and handbags, gym bags, and personal vehicles on company property. In addition, CDL may inspect the contents of lockers, storage areas, file cabinets, desks, and workstations at any time and may remove all items that are in violation of Company rules and policies.

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All complaints will be investigated promptly and, to the extent possible, with regard for confidentiality. If the investigation confirms conduct contrary to this policy has occurred, CDL will take immediate, appropriate, corrective action, including discipline, up to and including immediate termination.

Protecting the safety of our employees and visitors is the most important aspect of running our business.

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All employees have the opportunity and responsibility to contribute to a safe work environment by using commonsense rules and safe practices and by notifying management when any health or safety issues are present. All employees are encouraged to partner with management to ensure maximum safety for all.

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In the event of an emergency, notify the appropriate emergency personnel by dailing 911 to activate the medical emergency services.

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Accident or Injury.

CDL strives to keep the company safe from injuries and accidents. To ensure employees go home every night, we incorporate safe measures every day. As of January 1st, 2019, any accidents and/or injuries (on a work site or vehicular) will be required to take a drug and alcohol test.

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Work Related Injuries.

For work-related injuries, please contact Human Resources. It is your responsibility to immediately notify your immediate supervisor or in the absence of your supervisor, the next available supervisor prior to receiving care unless it is a medical emergency then seek immediate care if needed. Failure to timely report a work-related injury or illness will result in disciplinary action up to and including termination.

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Vehicle Accidents.

For vehicle accidents, please contact the Compliance and Transportation Coordinator in the transportation department. It is your responsibility to immediately notify your supervisor or in the absence of your supervisor, the next available supervisor. Seek immediate care if needed. If you are able take photos of the accident.

The purpose of vehicle fleet safety is to ensure the safety of those individuals who drive company vehicles. This policy shall also include rental vehicles, leased vehicles and even personal vehicles if used while working for or conducting business on behalf of the company. Vehicle accidents are costly and more importantly, they may result in injury to all involved. It is

the driver’s responsibility to operate his or her vehicle in a safe manner and to drive defensively to prevent injuries and property damage. As such, the Company endorses all applicable state motor vehicle regulations relating to driver responsibility. The Company expects each driver to drive in a safe and courteous manner pursuant to the following safety rules. Citations received from driving violations are the sole responsibility of the employee who was awarded the citation. Citations received while operating company vehicles/equipment can be included in company disciplinary procedures. Employees that receive citations due to driving violations Employees must refrain from adding stickers, signs and/or any other objects that do not pertain to CDL. See Vehicle Fleet Safety Policy for more details.

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Restriction on Cell Phone Usage.

Due to safety concerns, several states have enacted laws which prohibit the use of handheld cell phones while driving. Employees who are issued cell phones or have the cell phone allowance for business use and whose job responsibilities include regular or occasional driving are expected to refrain from using their phone while driving. Regardless of the circumstances, employees are strongly encouraged to pull off to the side of the road and safely stop the vehicle before placing or accepting a call, if the use of a hands-free device is unavailable. Under no circumstances are employees allowed to place themselves at risk to fulfill business needs.

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Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions. Violations of this policy will be subject to the highest forms of discipline, including termination.

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Use of Global Positioning System (GPS).

Company-issued cell phones and vehicles are equipped with GPS tracking technology. During business hours, for increased safety, to increase productivity and efficiency, and to easily locate service personnel and Company property, the Company reserves the right to utilize GPS

technology to determine the location and monitor the activity of each employee.

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Employees shall have no reasonable expectation of privacy regarding their whereabouts when performing Company business. The use of GPS technology is in the best interest of the Company and shall be utilized at the discretion of Company management. It shall be prohibited to disable

the GPS device within the cell phone or company provided vehicle and/or take any action to block or interfere with the GPS functionality. Use of a Company-provided cell phone and vehicle is conditioned upon the employees signed acknowledgment and acceptance of the terms of this

policy.

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Any failure to adhere to the terms of this policy shall be grounds for disciplinary action up to and including termination of employment.

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Information Collection and Use.

Information gathered using GPS will be only used for business-related purposes. Information gathered regarding an employee’s whereabouts during non-business hours will not be released or divulged except in the following situations:

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• We have your consent to share the information.

• We need to share the information to protect the interests of the

  Company.

• We are under court order to respond to subpoenas, court orders, or legal

   process.

CDL requires service technicians, field workers, and any other employee in safety-sensitive work environments to have OSHA 10 certification. In addition, every employee with CDL will be required to complete the Health and Safety Institute Training (HSI). Weekly emails are sent when trainings are ready for completion. Job specific trainings that are required will be provided. A brief safety orientation is provided along with new employee orientation, your supervisor will review job specific safety guidelines and policies. If you have questions about these certifications, please contact the Director of Safety or the Human Resources Department.

CDL will always make every attempt to be open for business. In situations in which some employees are concerned about their safety, management may advise supervisors to notify their departments that the office is not officially closed, but anyone may choose to leave the office if he or she feels uncomfortable.

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If the office is officially closed during the course of the day to permit employees to leave early, nonexempt employees who are working on-site as of the time of the closing will be paid for a full day. If you leave earlier than the official closing time, you will be paid only for actual hours

worked, or you can take PTO time. Exempt employees will be paid for a normal full day but are expected to complete their work at another time.