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Click here or scroll down to respond to this candidatePre-employment Drug Testing Policy For Non-DOT-Regulated ApplicantsStatement Of PolicyGXO is committed to protecting the safety, health and well-being of its employees, customers and all people who come into contact with its employees, workplaces and property, and/or use its products and services. The Company recognizes that drug and alcohol abuse poses a direct and significant threat to this goal, especially given the safety-sensitive nature of our industry and our employees&#Street Address ; positions, and to the goal of a productive and efficient work environment in which all employees have an opportunity to reach their full potential. The Company is committed to ensuring a substance-abuse-free work environment and underscores that commitment through implementation and enforcement of this Pre-employment Drug Testing Policy For Non-DOT-Regulated Applicants.Scope and ApplicabilityThis Policy applies to applicants for all non-DOT-regulated positions, including applicants who previously worked for the Company (unless prohibited by law). This Policy also applies to current employees who seek to transfer from a non-safety- sensitive position to a safety-sensitive position, as permitted by applicable law. Commercial motor vehicle drivers who are subject to the drug and alcohol testing regulations of the Federal Motor Carrier Safety Administration are subject to a separate drug and alcohol testing policy.Pre-employment Drug TestingYour offer of employment may be contingent on passing a drug test before beginning employment, except as may be otherwise required by law, including all GXO new hires. All employees who seek to transfer from a non-safety-sensitive position into a safety- sensitive position also must pass a drug test before assuming the new job, as permitted by applicable law.Testing Methods and ProceduresDrug tests will be conducted by collection of urine specimens at outside collection facilities. As may be permitted by applicable laws, the Company will test for the following drugs: Amphetamines, cocaine, marijuana, opioids, benzodiazepines, barbiturates, oxycodone, methadone, propoxyphene, PCP and their metabolites. In Kansas and Montana, the Company will test for amphetamines, cocaine, marijuana, opioids, PCP and their metabolites. In Nevada, the drug test will not include marijuana unless the applicant is applying for a safety-sensitive job. In New York City, the drug test will not include marijuana unless the job that the applicant is applying for falls within one of the law's exceptions such as a job that requires driving on an approximately daily basis or requires operation of heavy machinery (among others).The Company will use licensed laboratories in accordance with applicable state and local laws. The use of over-the-counter and prescription medications may cause a positive drug test result. Applicants who test positive will be contacted by a Medical Review ("MRO") to discuss whether there is any legitimate explanation for the positive test result. Applicants may provide any information which may be considered relevant to the test, including identification of prescription or nonprescription drugs currently or recently used, or other relevant medical information. If the MRO determines that there is a legitimate medical explanation for the confirmed positive test result, the MRO will report the test result as negative. If the MRO determines that there is no legitimate explanation for the confirmed positive test result, the result will be verified by the MRO as a confirmed positive test. If an applicant refuses or fails to make himself/herself available to speak with the MRO, the MRO may verify a test as positive without having communicated directly with the tested individual. Any applicant using medical marijuana should report that information to the MRO in connection with a positive marijuana test result and present a medical marijuana card. That information will be reported to the Company.If the MRO reports to the Company that a negative drug test was dilute, the applicant will be directed to take another test immediately. If the applicant refuses to take a second test, this constitutes a refusal to test.In Montana, information obtained through testing that is unrelated to the use of drugs or alcohol must be held in strict confidentiality by the medical review officer and may not be released to the employer.Use of Hemp and CBD ProductsApplicants who use CBD and/or hemp products are advised that many of these products are unregulated and may contain THC, the psychoactive component of marijuana, and may cause a positive test result for marijuana. A positive test result caused by CBD or hemp products will not excuse a positive drug test result unless otherwise required by law.Written Notification of Drug Test ResultsIn accordance with applicable state and/or local laws, the Company will inform applicants in writing of positive drug test results. If required by law, negative test results also will be reported to applicants. In Iowa, notice of a confirmed positive test result will be provided to the parent of a minor applicant by certified mail, return receipt requested. Where required by law, applicants who test positive will be notified of the right to request a confirmatory re-test, as well as other rights that they may have under applicable state and local laws. Under some state and local laws, applicants may be permitted to submit information to explain their positive test results. Applicants may request copies of records relating to their drug tests, as permitted by applicable law.Consequences of a Refusal To TestAlthough applicants have the right to refuse a drug or alcohol test, applicants who refuse to submit to testing required by this policy will not be hired. "Refusal to submit to a test" includes, but is not limited to: excessive delay in reporting for a required test; refusing or failing to provide a specimen, or refusing or failing to attempt to provide a specimen without an adequate medical explanation; adulteration or substitution of a specimen, or attempting to adulterate or substitute a specimen; failing to complete any paperwork required by the collection facility; failing to remain at the testing site until the test is completed; failing or refusing to submit to a second test that may be required by the collector or the Company; or, failing to cooperate with any aspect of the testing process. Consequences of a Positive TestThe conditional offer of employment will be rescinded if the applicant tests positive for drugs. These applicants will not be considered for employment for a period of six months.Applicants who use medical marijuana and test positive for marijuana should advise the Medical Review Officer of their use of medical marijuana and should produce a medical marijuana card. The Medical Review Officer will report this information to the Company. Depending on applicable state or local law, the Company may require additional information from the applicant before an employment decision is made. ConfidentialityAll drug test results that are reported to the Company will remain and are considered confidential. Results will only be disclosed within the Company and to its agents (such as the MRO) on a need-to-know basis and as allowed by law and retained in a secure location with controlled access. Drug test results and related information will be kept in a file separate and apart from employment files. Generally, the Company will not disclose test result reports and other information acquired in the testing process to another employer, to a third-party individual, governmental agency or private organization without written consent of the individual tested. Nonetheless, applicable state law may provide that evidence of a positive test result on a confirmatory test may be used: in relevant judicial, administrative, or arbitration proceedings; as required by federal law, regulation, or order; for the purpose of evaluation or treatment of the individual to a substance abuse treatment facility; or as otherwise authorized by law. Positive test results under this Policy cannot be used as evidence in a criminal action against the applicant tested.The Company will attempt to ensure that all aspects of the testing process, including specimen or sample collection, are as private and confidential as reasonably practical. In Montana, all information, interviews, reports, statements, memoranda, and test results are confidential communications that may not be disclosed to anyone except the tested employee, the designated representative of the employer, or in connection with any legal or administrative claim arising out of the employer's implementation of a testing program pursuant to Montana Code Ann. 39-2-205 through 39-2-211. Additional Provisions Applicable to Vermont Applicants In accordance with 21 V.S.A. 514: Blood samples. An employer may not request or require that a blood sample be drawn for the purpose of administering a drug test. Designated laboratory. The employer shall use only a laboratory designated by the Department of Health. Chain of custody. The collector shall establish a chain of custody procedure for both sample collection and testing that will assure the anonymity of the individual being tested and verify the identity of each sample and test result. Urinalysis procedure. If a urinalysis procedure is used to screen for drugs, the employer shall:(A) require the laboratory performing the test to confirm any sample that tests positive by testing the sample by gas chromatography with mass spectrometry or an equivalent scientifically accepted method that provides quantitative data about the detected drug or drug metabolites; and(B)provide the person tested with an opportunity, at his or her request and expense, to have a blood sample drawn at the time the urine sample is provided, and preserved in such a way that it can be tested later for the presence of drugs. Laboratory reports. A laboratory may report that a urine sample is positive only if both the initial test and confirmation test are positive for the particular drug. Test results shall only be provided by written report in accordance with subdivision (9) of this section. Negative test results. The detection of a drug at a therapeutic level as defined by the Commissioner of Health shall be reported as a negative test result. The laboratory's report shall not contain any information indicating the presence of a drug at a therapeutic level as defined by the Commissioner. Information to be supplied. The laboratory shall provide the medical review officer with a written report of the drug test result. The medical review officer shall review the report, and discuss the results and options available with the individual tested. The written report shall include all of the following information:(A) the unique identifier code of the person tested;(B) the type of test conducted for both initial screening and confirmation;(C) the results of each test;(D) the detection level, meaning the cut-off or measure used to distinguish positive and negative samples, on both the initial screening and confirmation procedures;(E) the name and address of the laboratory; and(F) any other information provided by the laboratory concerning that person's test. Preservation of samples. The collector shall ensure that a portion of any positive sample is preserved in a condition that will permit accurate retesting for a period of not less than 90 days after the person tested receives the result. Medical review officer. The employer shall contract with or employ a certified medical review officer who shall be a licensed physician with knowledge of the medical use of prescription drugs and the pharmacology and toxicology of illicit drugs. The medical review officer shall review and evaluate all drug test results, assure compliance with this section and sections 515 and 516 of this title, report the results of all tests to the individual tested, and report only confirmed drug test results to the employer. Collector. The employer shall designate a collector to collect specimens from job applicants and employees. The collector may be an employee for the purposes of collecting specimens from job applicants. The collector may not be an employee for the purposes of collecting specimens from employees for drug testing based on probable cause.California Applicants OnlyCALIFORNIA JOB APPLICANT AUTHORIZATION FOR USE AND DISCLOSURE OF MEDICAL/TESTING INFORMATIONI authorize any laboratory that GXO Logistics designates to analyze the specimens collected as a result of my drug and/or alcohol test - to release to GXO Logistics, including but not limited to its designated Medical Review Officer, the results of any test for drugs and/or alcohol performed on me, and any other information relevant to my drug and/or alcohol test.I acknowledge, authorize, and agree that the information provided pursuant to this authorization may be used by GXO Logistics in connection with any decision pertaining to my prospective employment and qualifications for employment. This authorization is effective immediately and shall remain in effect for one (1) year from the date I sign it.I have read the above and further understand that I have a right to receive a true copy of this authorization upon my request.A copy of this executed authorization shall be deemed as valid as the original. Iowa Applicants OnlyNOTICE TO APPLICANTS AND EMPLOYEES IN IOWA OF OPPORTUNITY TO PROVIDE RELEVANT INFORMATIONUnder Iowa law, you have the right to provide any information which may be considered relevant to a drug or alcohol test required by GXO Logistics, including identification of prescription or nonprescription drugs currently or recently used, or other relevant medical information. This information may be provided to the laboratory during the collection process or to the MRO thereafter. Any information provided to the laboratory will be passed along to the MRO.As stated in the GXO Logistics' Drug Testing Policy, drug testing will be conducted for the following substances: amphetamines, cocaine, marijuana, opioids, phencyclidine and their metabolites.Prior to signing this notice, I read it carefully and had an opportunity to ask questions regarding its content.North Carolina Applicants OnlyNorth Carolina Controlled Substance Examination Regulation Act (CSERA) INITIAL NOTICE TO APPLICANTS AND EMPLOYEES WHEN SUBMITTING TO DRUG TESTING IN NORTH CAROLINAIn accordance with 13 NCAC 20.0401, this notice explains your rights and responsibilities under the CSERA and associated administrative regulations. Under the CSERA, you have the following rights and responsibilities: All drug tests for employees, and confirmation tests for applicants, will be performed at laboratories that have been certified either by the U.S. Department of Health and Human Services, or by the College of American Pathologists. All positive drug tests will be confirmed by gas chromotography/mass spectrometry, or an equivalent methodology. Proper chain-of-custody procedures will be maintained. Positive drug test specimens will be preserved by the laboratory that conducts the confirmatory test for at least 90 days from the time the positive result is mailed to the employer. Applicants and employees who test positive will receive notification of the positive test result within 30 days after the results are mailed or delivered to GXO Logistics. Applicants and employees who test positive have the right to request a confirmatory re-test of the original specimen at the same or another DHHS- or CAP-certified laboratory, and will receive notice, in writing, that they have such a right. Applicants and employees who request a confirmatory re-test must pay all reasonable expenses associated with such tests, including: the actual cost of the confirmatory re-test charged by the laboratory; laboratory expenses, including chain of custody procedures and shipping; the employer's expenses to comply with chain of custody procedures relating to the confirmatory re-test (not to exceed $15.00 unless the employer can prove the actual expenses exceed $15.00); and, the employer's actual shipping expenses, if any. All information pertaining to drug test results, medical histories and lawful prescription drug use will be kept confidential. Such information only may be disclosed to: (a) the applicant or employee; (b) any other person if authorized, in writing, by the applicant or employee; (c) laboratories performing the tests; (d) the employer; or, (e) a government agency, court or other tribunal having jurisdiction over any claim or proceeding involving the applicant or employee and the employer. Prior to signing this notice, I read it carefully and had an opportunity to ask questions regarding its content.RECEIPT OF GXO PRE-EMPLOYMENT DRUG TESTING POLICY FOR APPLICANTSAPPLICANT'S CERTIFICATION:I hereby acknowledge that I received a copy of the Company's Pre-Employment Drug I have read and accept the terms outlined above. : Yes Testing Policy For Non-DOT-Regulated Applicants on the date noted below. I acknowledge and agree that I am responsible for reading the policy in full and complying with its requirements. I understand that, as a condition of being hired by the Company, I must submit to a pre-employment drug test and that my test result must be negative. I have also been advised and understand that the Company will answer any questions which I may have regarding the policy and that my questions should be addressed to the Human Resources Department. I also understand and acknowledge that in signing this receipt I am giving the Company my consent to submit to the Company's pre- employment test under the terms and conditions described in the policy. I also understand that if I fail to comply with the Pre-Employment Drug Testing Policy, I will be ineligible for employment with the Company. Prior to signing this Receipt, I read it carefully and had an opportunity to ask questions regarding its content.First Name : JamesLast Name : TobiasDate : September 22, 2021 |
