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APP Well Installation and Sampling at California National Guard Field Maintenance Shop Stockton, California NOTE: When contacting the emergency medical care service (call 911) by cellular telephone inform the dispatcher that the call is originating from the California National Guard Armory project site at the address, 333 North Washington Street, Lodi, CA and of the specific hazard (if known) to ensure that if the person is contaminated, emergency personnel at the hospital will be prepared to receive the injured employee. An occupational physician will evaluate any employee who loses time due to a workplace injury or illness during the period of the contract. The physician will complete appropriate forms and provide the FTL with a copy and clear the employee for return to work as appropriate. Reports of all such accidents will be maintained at the Corporate and regional offices. 9.3 PLAN FOR PREVENTION OF ALCOHOL AND DRUG ABUSE (01.C.02) [DEFENSE FEDERAL ACQUISITION REGULATION SUPPLEMENT(DFARS) SUBPART 252.223- 7004] It is OTIE's desire to provide a drug-free, healthful, and safe workplace. To promote this goal, employees are expected to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner. While on OTIE premises and while conducting business-related activities off OTIE premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger themselves or other individuals in the workplace. When indications of use or impairment are present, employees may be requested to undergo blood, breath, urine or other drug or alcohol testing. Failure to agree to undergo testing may result in termination of employment. Employees with questions or concerns about substance dependency or abuse are encouraged to discuss these matters with the Human Resources Department to receive assistance or referrals to appropriate resources in the community. As a federal contractor, OTIE is required to abide by the Drug-Free Workplace Act of 1988. The Act requires OTIE to prepare and distribute an anti-drug policy statement prohibiting any drug- related activity in the workplace. Certain OTIE federal contracts may require pre, post, and interim alcohol and drug testing. Employees will be required to comply with the testing program while employed on these projects or be subject to disciplinary action. The Act mandates that employees must, as a condition of employment, abide by the terms of this policy and report any conviction under a criminal drug statute for violations occurring on or off company premises while conducting company business. The report is to be made within five (5) days of the conviction to a member of OTIE's management. Pursuant to the Drug-Free Workplace Act of 1988, the employer must notify the contracting federal agency of any such conviction within 10 days of being notified by the employee. Violations of this policy may lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences. OTIE 25