Employment
Content
,
Instructions: For each position held by you during the past seven years, enter the information requested in the fields shown below (please enter most
recent employment first). If you were unemployed at any time during that past seven years, please include the dates when you were unemployed. If you
are submitting a detailed resume with your application, you do not need to complete the “Duties and Responsibilities” field for those positions included in
your resume. Otherwise, all fields must be completed in full.
From: Month/Year 7/2011
To: Month/Year 2/2012
Total Months 7
Duties and Responsibilities:
Full Employer Name ERSAI Caspian Contractor LLC
Main Office Address
City
41, Kazybek bi Street - Park Palace Office 406
State/Country
Zip Code/Post Code
Almaty / Kazakhstan
Type of Business
Name and Title of Supervisor
Supervisor Phone Number
Oil & Gas Construction
G. Beghi, PCon Manager
+77772046451
Starting Position
Monthly Base Salary/Currency
Cost Control Engineer
4,500 US$
Last Position
Monthly Base Salary/Currency
Cost Control Engineer
4,500 US$
Location of Work
Reason for Leaving
Kuryk, Kazakhstan
Project Completion
From: Month/Year
11/2001
To: Month/Year 7/2011
Total Months 117
Duties and Responsibilities:
Full Employer Name
Belayim Petroleum Co. (Petrobel)
Main Office Address
City
5, Almokhayam Al-dayem, 6th District
Nasr City
State/Country
Zip Code/Post Code
Cairo / Egypt
Type of Business
Name and Title of Supervisor
Supervisor Phone Number
Oil & Gas Operator
H. Sobhy, Proj. Control Mgr.
+201223978758
Starting Position
Monthly Base Salary/Currency
Proj. Planning & Cost Eng.
Last Position
Head of Proj. Control Sec.
Monthly Base Salary/Currency
10,000 EGP
Location of Work
Reason for Leaving
Cairo
Another assignment
From: Month/Year
To: Month/Year
Total Months
Duties and Responsibilities:
Full Employer Name
Main Office Address
City
State/Country
Zip Code/Post Code
Type of Business
Name and Title of Supervisor
Starting Position
Monthly Base Salary/Currency
Last Position
Monthly Base Salary/Currency
Location of Work
Reason for Leaving
HR3000 (Rev. 10/09)
Supervisor Phone Number
2
Para informacion en espanol, visite http://www.ftc.gov/credit o escribe a la FTC Consumer Response
Center, Room 130-A 600 Pennsylvania Ave. N.W., Washington, D.C. 20580.
A Summary of Your Rights Under the Fair Credit Reporting Act
The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of information in the files of
consumer reporting agencies. There are many types of consumer reporting agencies, including credit bureaus and
specialty agencies (such as agencies that sell information about check writing histories, medical records, and rental
history records). Here is a summary of your major rights under the FCRA. For more information, including information
about additional rights, go to http://www.ftc.gov/credit or write to: Consumer Response Center, Room 130-A, Federal
Trade Commission, 600 Pennsylvania Ave. N.W., Washington, D.C. 20580.
•
You must be told if information in your file has been used against you. Anyone who uses a credit report or
another type of consumer report to deny your application for credit, insurance, or employment – or to take another
adverse action against you – must tell you, and must give you the name, address, and phone number of the
agency that provided the information.
•
You have the right to know what is in your file. You may request and obtain all the information about you in the
files of a consumer reporting agency (your “file disclosure”). You will be required to provide proper identification,
which may include your Social Security number. In many cases, the disclosure will be free. You are entitled to a
free file disclosure if:
o
a person has taken adverse action against you because of information in your credit report;
o
you are the victim of identify theft and place a fraud alert in your file;
o
your file contains inaccurate information as a result of fraud;
o
you are on public assistance;
o
you are unemployed but expect to apply for employment within 60 days.
In addition, by September 2005 all consumers will be entitled to one free disclosure every 12 months upon request
from each nationwide credit bureau and from nationwide specialty consumer reporting agencies. See
http://www.ftc.gov/credit for additional information.
•
You have the right to ask for a credit score. Credit scores are numerical summaries of your credit-worthiness
based on information from credit bureaus. You may request a credit score from consumer reporting agencies that
create scores or distribute scores used in residential real property loans, but you will have to pay for it. In some
mortgage transactions, you will receive credit score information for free from the mortgage lender.
•
You have the right to dispute incomplete or inaccurate information. If you identify information in your file that
is incomplete or inaccurate, and report it to the consumer reporting agency, the agency must investigate unless
your dispute is frivolous. See http://www.ftc.gov/creditfor an explanation of dispute procedures.
•
Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information.
Inaccurate, incomplete or unverifiable information must be removed or corrected, usually within 30 days. However,
a consumer reporting agency may continue to report information it has verified as accurate.
•
Consumer reporting agencies may not report outdated negative information. In most cases, a consumer
reporting agency may not report negative information that is more than seven years old, or bankruptcies that are
more than 10 years old.
•
Access to your file is limited. A consumer reporting agency may provide information about you only to people
with a valid need -- usually to consider an application with a creditor, insurer, employer, landlord, or other
business. The FCRA specifies those with a valid need for access.
•
You must give your consent for reports to be provided to employers. A consumer-reporting agency may not
give out information about you to your employer, or a potential employer, without your written consent given to the
employer. Written consent generally is not required in the trucking industry. For more information, go to
www.ftc.gov/credit.
www.sterlingtesting.com
USXXCDEN-V02 2/12/08
Page 3 of 4
249 West 17th Street, 6th Floor, New York, NY 10011 • Telephone 212-736-5100 • 800-899-2272 • Facsimile 646-536-5239
You may limit “prescreened” offers of credit and insurance you get based on information in your
credit report. Unsolicited “prescreened” offers for credit and insurance must include a toll-free phone
number you can call if you choose to remove your name and address from the lists these offers are based on.
You may opt-out with the nationwide credit bureaus at 1-888-5-OPTOUT (1-888-567-8688).
•
You may seek damages from violators. If a consumer reporting agency, or, in some cases, a user of consumer
reports or a furnisher of information to a consumer reporting agency violates the FCRA, you may be able to sue in
state or federal court.
•
Identity theft victims and active duty military personnel have additional rights. For more information, visit
www.ftc.gov/credit.
States may enforce the FCRA, and many states have their own consumer reporting laws. In
some cases, you may have more rights under state law. For more information, contact your state or
local consumer protection agency or your state Attorney General. Federal enforcers are:
FOR QUESTIONS OR CONCERNS REGARDING
PLEASE CONTACT
Federal Trade Commission
Consumer reporting agencies, creditors and others not
Consumer Response Center- FCRA
listed below
Washington, DC 20580 - 877-382-4357
National banks, federal branches/agencies of foreign
banks (word "National" or initials "N.A." appear in or
after bank's name)
Office of the Comptroller of the Currency
Compliance Management, Mail Stop 6-6
Washington, DC 20219 - 800-613-6743
Federal Reserve System member banks (except
national banks, and federal branches/agencies of
foreign banks)
Federal Reserve Board
Division of Consumer & Community Affairs
Washington, DC 20551 - 202-452-3693
Savings associations and federally chartered savings
banks (word "Federal" or initials "F.S.B." appear in
federal institution's name)
Office of Thrift Supervision
Consumer Programs
Washington D.C. 20552 - 800- 842-6929
Federal credit unions (words "Federal Credit Union"
appear in institution's name)
National Credit Union Administration
1775 Duke Street
Alexandria, VA 22314 - 703-519-4600
State-chartered banks that are not members of the
Federal Reserve System
Federal Deposit Insurance Corporation
Division of Compliance & Consumer Affairs
Washington, DC 20429 - 877-275-3342
Air, surface, or rail common carriers regulated by former Department of Transportation
Civil Aeronautics Board or Interstate Commerce
Office of Financial Management
Commission
Washington, DC 20590 - 202-366-1306
Activities subject to the Packers and Stockyards Act,
1921
Department of Agriculture
Office of Deputy Administrator-GIPSA
Washington, DC 20250 - 202-720-7051
www.sterlingtesting.com
USXXCDEN-V02 2/12/08
Page 4 of 4
249 West 17th Street, 6th Floor, New York, NY 10011 • Telephone 212-736-5100 • 800-899-2272 • Facsimile 646-536-5239
409. DRUGS AND ALCOHOL
A.
GENERAL
Bechtel will maintain a safe and efficient work environment, protect company
operations, and maintain high standards of job performance. Employees who are
involved with illegal drugs or other controlled substances or who abuse alcohol
pose unacceptable risks to safe and efficient operations. Such employee behavior
also may undermine public or client confidence in safe and efficient company
operations. For these reasons, drug-related activity and alcohol abuse are prohibited
as outlined below:
1.
Illegal Drugs
Employees are prohibited from using, possessing, distributing, dispensing,
manufacturing, being under the influence, or otherwise being involved with
illegal drugs and from abusive use of controlled substances while on
company property or while performing company business. In addition, such
use, involvement or abuse is prohibited at any time to the extent it violates
the law or negatively affects Bechtel's business or reputation by
undermining public or client confidence in safe and efficient company
operations.
2.
Alcohol
Employees are prohibited from being under the influence of alcohol while
on company property or while performing company business, if such use or
influence affects employee job performance or safe and efficient company
operations. When warranted by workplace conditions, Bechtel will impose
stricter requirements concerning alcohol at jobsite locations. In addition, the
abuse or being under the influence of alcohol is prohibited at any time to the
extent it negatively affects Bechtel's business or reputation by undermining
public or client confidence in safe and efficient company operations.
B.
DISCIPLINARY ACTION
1.
EAP Referral Requirement
A non-manual employee who receives a first confirmed positive test result
for drugs or alcohol will be referred to an Employee Assistance Program
(EAP) for assessment and subsequent referral to counseling/rehabilitation, if
appropriate. This referral requirement is applicable to non-manual
employees who test positive under a Bechtel testing program or a client
required testing program.
December 2005
1
Personnel Policy 409
2.
EAP Alternative to Termination
An employee will not be terminated based solely on a first confirmed
positive drug or alcohol test result if he or she meets the following
conditions:
a.
Complies with the EAP referral requirement; and
b.
Successfully completes a counseling/rehabilitation program if
referred after assessment by the EAP; and
c.
Consents in writing to submit to unannounced follow-up alcohol and
drug testing for a 12-month period or for any longer period
recommended by a substance abuse professional; and
d.
Consents in writing to release of information concerning progress
and successful completion of an EAP or rehabilitation/counseling
program.
Bechtel reserves the right to terminate an employee who tests positive for
drugs or alcohol, if appropriate work is unavailable. The EAP alternative to
termination is not a guarantee of continued work, reassignment or
reinstatement.
3.
Continued Work While Participating In A Counseling/Rehabilitation
Program
At Bechtel’s discretion, an employee who has tested positive under a
Bechtel drug testing program, after conferring with the EAP counselor, may
be permitted to continue work while undergoing treatment or counseling
under an EAP referral. The appropriate manager will determine suitability
for continuous Bechtel employment after conferring with Human Resources,
the EAP counselor and any applicable Fitness-for-Duty Coordinator.
Employees who have tested positive under a client site access testing
program, upon request from the client, will be removed from the site and
may, in Bechtel’s discretion, be assigned to other Bechtel work, if available.
Employees who are permitted to work during counseling or rehabilitation
will be held to the same performance standards as other employees.
4.
Leave of Absence While Participating In Counseling/Rehabilitation
Program
At Bechtel’s discretion, an employee who has tested positive may be placed
on unpaid leave while undergoing treatment or counseling under an EAP
referral. Such cases include, but are not limited to, employees who work in
December 2005
2
Personnel Policy 409
a position which directly impacts their safety or the safety of co-workers or
the public, and for whom an alternative non-safety sensitive assignment is
not available or appropriate.
If continued work or an alternative non-safety sensitive assignment is not
available, or is not considered appropriate, the employee will be granted
unpaid leave for the period of time necessary to successfully complete an
EAP referred counseling/rehabilitation program. This leave of absence will
not exceed one month, without approval of the organization’s Human
Resources Manager, after consultation with the EAP and/or
counseling/rehabilitation program.
If the employee successfully completes an EAP referred program of
counseling/rehabilitation, every effort will be made to reinstate the
employee in the same or a substantially similar job within the area in which
he or she worked at the time of the positive drug or alcohol test. However,
because business conditions may not permit reinstatement, Bechtel does not
guarantee reinstatement of employees returning from leave of absence taken
pursuant to this policy.
An employee may elect to use any accrued Paid Time Off (PTO) in lieu of
the leave. After exhaustion of PTO, the employee will be placed on an
unpaid leave of absence.
5.
Expense of Assessment and Counseling/Rehabilitation
Bechtel will bear the cost of the initial assessment by the EAP of an
employee who has received a first confirmed positive drug or alcohol test
result.
Except to the extent covered by an employee’s health insurance plan, the
cost of any counseling/rehabilitation program to which an employee is
referred after assessment by the EAP is the responsibility of the employee.
6.
Termination for a Second Positive Drug and Alcohol Test
An employee who tests positive a second time, to any drug or alcohol test,
will be terminated.
7.
Compliance with Applicable Laws
Bechtel complies with all applicable state laws governing EAPs, including
those set forth in the laws of Florida, Minnesota, Iowa, Vermont, Maine, and
Rhode Island. Project Managers of projects with Bechtel personnel
employed in any such state are required to adopt a site EAP procedure after
consulting with the Bechtel Legal and Human Resources Departments.
December 2005
3
Personnel Policy 409
C.
SEARCH AND SCREENING PROCEDURES
Bechtel reserves the right to establish drug and/or alcohol search and screening
procedures consistent with applicable law and where deemed necessary. Such
procedures require the joint and prior approval of the appropriate Executive
Sponsor, Human Resources, and Legal Departments. Where jobsite employees
covered by collective bargaining agreements are involved, the responsible
organization will also seek advice from Labor Relations and Safety.
D.
CLIENT POLICIES
Clients may impose drug and alcohol policies as a condition of site access for
Bechtel employees. Employees may be terminated if they fail to comply with such
policies. Employees may be denied relocation benefits to their point-of-origin if
they are terminated for failing to comply with a client's site access policies.
Additionally, employees shall not be entitled to relocation benefits to their
assignment location or their point-of-origin if, at the beginning of an assignment
involving permanent or temporary relocation, employees fail to comply with a
client’s initial drug screening requirements.
December 2005
4
Personnel Policy 409
Instructions: For each position held by you during the past seven years, enter the information requested in the fields shown below (please enter most
recent employment first). If you were unemployed at any time during that past seven years, please include the dates when you were unemployed. If you
are submitting a detailed resume with your application, you do not need to complete the “Duties and Responsibilities” field for those positions included in
your resume. Otherwise, all fields must be completed in full.
From: Month/Year 7/2011
To: Month/Year 2/2012
Total Months 7
Duties and Responsibilities:
Full Employer Name ERSAI Caspian Contractor LLC
Main Office Address
City
41, Kazybek bi Street - Park Palace Office 406
State/Country
Zip Code/Post Code
Almaty / Kazakhstan
Type of Business
Name and Title of Supervisor
Supervisor Phone Number
Oil & Gas Construction
G. Beghi, PCon Manager
+77772046451
Starting Position
Monthly Base Salary/Currency
Cost Control Engineer
4,500 US$
Last Position
Monthly Base Salary/Currency
Cost Control Engineer
4,500 US$
Location of Work
Reason for Leaving
Kuryk, Kazakhstan
Project Completion
From: Month/Year
11/2001
To: Month/Year 7/2011
Total Months 117
Duties and Responsibilities:
Full Employer Name
Belayim Petroleum Co. (Petrobel)
Main Office Address
City
5, Almokhayam Al-dayem, 6th District
Nasr City
State/Country
Zip Code/Post Code
Cairo / Egypt
Type of Business
Name and Title of Supervisor
Supervisor Phone Number
Oil & Gas Operator
H. Sobhy, Proj. Control Mgr.
+201223978758
Starting Position
Monthly Base Salary/Currency
Proj. Planning & Cost Eng.
Last Position
Head of Proj. Control Sec.
Monthly Base Salary/Currency
10,000 EGP
Location of Work
Reason for Leaving
Cairo
Another assignment
From: Month/Year
To: Month/Year
Total Months
Duties and Responsibilities:
Full Employer Name
Main Office Address
City
State/Country
Zip Code/Post Code
Type of Business
Name and Title of Supervisor
Starting Position
Monthly Base Salary/Currency
Last Position
Monthly Base Salary/Currency
Location of Work
Reason for Leaving
HR3000 (Rev. 10/09)
Supervisor Phone Number
2
Para informacion en espanol, visite http://www.ftc.gov/credit o escribe a la FTC Consumer Response
Center, Room 130-A 600 Pennsylvania Ave. N.W., Washington, D.C. 20580.
A Summary of Your Rights Under the Fair Credit Reporting Act
The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of information in the files of
consumer reporting agencies. There are many types of consumer reporting agencies, including credit bureaus and
specialty agencies (such as agencies that sell information about check writing histories, medical records, and rental
history records). Here is a summary of your major rights under the FCRA. For more information, including information
about additional rights, go to http://www.ftc.gov/credit or write to: Consumer Response Center, Room 130-A, Federal
Trade Commission, 600 Pennsylvania Ave. N.W., Washington, D.C. 20580.
•
You must be told if information in your file has been used against you. Anyone who uses a credit report or
another type of consumer report to deny your application for credit, insurance, or employment – or to take another
adverse action against you – must tell you, and must give you the name, address, and phone number of the
agency that provided the information.
•
You have the right to know what is in your file. You may request and obtain all the information about you in the
files of a consumer reporting agency (your “file disclosure”). You will be required to provide proper identification,
which may include your Social Security number. In many cases, the disclosure will be free. You are entitled to a
free file disclosure if:
o
a person has taken adverse action against you because of information in your credit report;
o
you are the victim of identify theft and place a fraud alert in your file;
o
your file contains inaccurate information as a result of fraud;
o
you are on public assistance;
o
you are unemployed but expect to apply for employment within 60 days.
In addition, by September 2005 all consumers will be entitled to one free disclosure every 12 months upon request
from each nationwide credit bureau and from nationwide specialty consumer reporting agencies. See
http://www.ftc.gov/credit for additional information.
•
You have the right to ask for a credit score. Credit scores are numerical summaries of your credit-worthiness
based on information from credit bureaus. You may request a credit score from consumer reporting agencies that
create scores or distribute scores used in residential real property loans, but you will have to pay for it. In some
mortgage transactions, you will receive credit score information for free from the mortgage lender.
•
You have the right to dispute incomplete or inaccurate information. If you identify information in your file that
is incomplete or inaccurate, and report it to the consumer reporting agency, the agency must investigate unless
your dispute is frivolous. See http://www.ftc.gov/creditfor an explanation of dispute procedures.
•
Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information.
Inaccurate, incomplete or unverifiable information must be removed or corrected, usually within 30 days. However,
a consumer reporting agency may continue to report information it has verified as accurate.
•
Consumer reporting agencies may not report outdated negative information. In most cases, a consumer
reporting agency may not report negative information that is more than seven years old, or bankruptcies that are
more than 10 years old.
•
Access to your file is limited. A consumer reporting agency may provide information about you only to people
with a valid need -- usually to consider an application with a creditor, insurer, employer, landlord, or other
business. The FCRA specifies those with a valid need for access.
•
You must give your consent for reports to be provided to employers. A consumer-reporting agency may not
give out information about you to your employer, or a potential employer, without your written consent given to the
employer. Written consent generally is not required in the trucking industry. For more information, go to
www.ftc.gov/credit.
www.sterlingtesting.com
USXXCDEN-V02 2/12/08
Page 3 of 4
249 West 17th Street, 6th Floor, New York, NY 10011 • Telephone 212-736-5100 • 800-899-2272 • Facsimile 646-536-5239
You may limit “prescreened” offers of credit and insurance you get based on information in your
credit report. Unsolicited “prescreened” offers for credit and insurance must include a toll-free phone
number you can call if you choose to remove your name and address from the lists these offers are based on.
You may opt-out with the nationwide credit bureaus at 1-888-5-OPTOUT (1-888-567-8688).
•
You may seek damages from violators. If a consumer reporting agency, or, in some cases, a user of consumer
reports or a furnisher of information to a consumer reporting agency violates the FCRA, you may be able to sue in
state or federal court.
•
Identity theft victims and active duty military personnel have additional rights. For more information, visit
www.ftc.gov/credit.
States may enforce the FCRA, and many states have their own consumer reporting laws. In
some cases, you may have more rights under state law. For more information, contact your state or
local consumer protection agency or your state Attorney General. Federal enforcers are:
FOR QUESTIONS OR CONCERNS REGARDING
PLEASE CONTACT
Federal Trade Commission
Consumer reporting agencies, creditors and others not
Consumer Response Center- FCRA
listed below
Washington, DC 20580 - 877-382-4357
National banks, federal branches/agencies of foreign
banks (word "National" or initials "N.A." appear in or
after bank's name)
Office of the Comptroller of the Currency
Compliance Management, Mail Stop 6-6
Washington, DC 20219 - 800-613-6743
Federal Reserve System member banks (except
national banks, and federal branches/agencies of
foreign banks)
Federal Reserve Board
Division of Consumer & Community Affairs
Washington, DC 20551 - 202-452-3693
Savings associations and federally chartered savings
banks (word "Federal" or initials "F.S.B." appear in
federal institution's name)
Office of Thrift Supervision
Consumer Programs
Washington D.C. 20552 - 800- 842-6929
Federal credit unions (words "Federal Credit Union"
appear in institution's name)
National Credit Union Administration
1775 Duke Street
Alexandria, VA 22314 - 703-519-4600
State-chartered banks that are not members of the
Federal Reserve System
Federal Deposit Insurance Corporation
Division of Compliance & Consumer Affairs
Washington, DC 20429 - 877-275-3342
Air, surface, or rail common carriers regulated by former Department of Transportation
Civil Aeronautics Board or Interstate Commerce
Office of Financial Management
Commission
Washington, DC 20590 - 202-366-1306
Activities subject to the Packers and Stockyards Act,
1921
Department of Agriculture
Office of Deputy Administrator-GIPSA
Washington, DC 20250 - 202-720-7051
www.sterlingtesting.com
USXXCDEN-V02 2/12/08
Page 4 of 4
249 West 17th Street, 6th Floor, New York, NY 10011 • Telephone 212-736-5100 • 800-899-2272 • Facsimile 646-536-5239
409. DRUGS AND ALCOHOL
A.
GENERAL
Bechtel will maintain a safe and efficient work environment, protect company
operations, and maintain high standards of job performance. Employees who are
involved with illegal drugs or other controlled substances or who abuse alcohol
pose unacceptable risks to safe and efficient operations. Such employee behavior
also may undermine public or client confidence in safe and efficient company
operations. For these reasons, drug-related activity and alcohol abuse are prohibited
as outlined below:
1.
Illegal Drugs
Employees are prohibited from using, possessing, distributing, dispensing,
manufacturing, being under the influence, or otherwise being involved with
illegal drugs and from abusive use of controlled substances while on
company property or while performing company business. In addition, such
use, involvement or abuse is prohibited at any time to the extent it violates
the law or negatively affects Bechtel's business or reputation by
undermining public or client confidence in safe and efficient company
operations.
2.
Alcohol
Employees are prohibited from being under the influence of alcohol while
on company property or while performing company business, if such use or
influence affects employee job performance or safe and efficient company
operations. When warranted by workplace conditions, Bechtel will impose
stricter requirements concerning alcohol at jobsite locations. In addition, the
abuse or being under the influence of alcohol is prohibited at any time to the
extent it negatively affects Bechtel's business or reputation by undermining
public or client confidence in safe and efficient company operations.
B.
DISCIPLINARY ACTION
1.
EAP Referral Requirement
A non-manual employee who receives a first confirmed positive test result
for drugs or alcohol will be referred to an Employee Assistance Program
(EAP) for assessment and subsequent referral to counseling/rehabilitation, if
appropriate. This referral requirement is applicable to non-manual
employees who test positive under a Bechtel testing program or a client
required testing program.
December 2005
1
Personnel Policy 409
2.
EAP Alternative to Termination
An employee will not be terminated based solely on a first confirmed
positive drug or alcohol test result if he or she meets the following
conditions:
a.
Complies with the EAP referral requirement; and
b.
Successfully completes a counseling/rehabilitation program if
referred after assessment by the EAP; and
c.
Consents in writing to submit to unannounced follow-up alcohol and
drug testing for a 12-month period or for any longer period
recommended by a substance abuse professional; and
d.
Consents in writing to release of information concerning progress
and successful completion of an EAP or rehabilitation/counseling
program.
Bechtel reserves the right to terminate an employee who tests positive for
drugs or alcohol, if appropriate work is unavailable. The EAP alternative to
termination is not a guarantee of continued work, reassignment or
reinstatement.
3.
Continued Work While Participating In A Counseling/Rehabilitation
Program
At Bechtel’s discretion, an employee who has tested positive under a
Bechtel drug testing program, after conferring with the EAP counselor, may
be permitted to continue work while undergoing treatment or counseling
under an EAP referral. The appropriate manager will determine suitability
for continuous Bechtel employment after conferring with Human Resources,
the EAP counselor and any applicable Fitness-for-Duty Coordinator.
Employees who have tested positive under a client site access testing
program, upon request from the client, will be removed from the site and
may, in Bechtel’s discretion, be assigned to other Bechtel work, if available.
Employees who are permitted to work during counseling or rehabilitation
will be held to the same performance standards as other employees.
4.
Leave of Absence While Participating In Counseling/Rehabilitation
Program
At Bechtel’s discretion, an employee who has tested positive may be placed
on unpaid leave while undergoing treatment or counseling under an EAP
referral. Such cases include, but are not limited to, employees who work in
December 2005
2
Personnel Policy 409
a position which directly impacts their safety or the safety of co-workers or
the public, and for whom an alternative non-safety sensitive assignment is
not available or appropriate.
If continued work or an alternative non-safety sensitive assignment is not
available, or is not considered appropriate, the employee will be granted
unpaid leave for the period of time necessary to successfully complete an
EAP referred counseling/rehabilitation program. This leave of absence will
not exceed one month, without approval of the organization’s Human
Resources Manager, after consultation with the EAP and/or
counseling/rehabilitation program.
If the employee successfully completes an EAP referred program of
counseling/rehabilitation, every effort will be made to reinstate the
employee in the same or a substantially similar job within the area in which
he or she worked at the time of the positive drug or alcohol test. However,
because business conditions may not permit reinstatement, Bechtel does not
guarantee reinstatement of employees returning from leave of absence taken
pursuant to this policy.
An employee may elect to use any accrued Paid Time Off (PTO) in lieu of
the leave. After exhaustion of PTO, the employee will be placed on an
unpaid leave of absence.
5.
Expense of Assessment and Counseling/Rehabilitation
Bechtel will bear the cost of the initial assessment by the EAP of an
employee who has received a first confirmed positive drug or alcohol test
result.
Except to the extent covered by an employee’s health insurance plan, the
cost of any counseling/rehabilitation program to which an employee is
referred after assessment by the EAP is the responsibility of the employee.
6.
Termination for a Second Positive Drug and Alcohol Test
An employee who tests positive a second time, to any drug or alcohol test,
will be terminated.
7.
Compliance with Applicable Laws
Bechtel complies with all applicable state laws governing EAPs, including
those set forth in the laws of Florida, Minnesota, Iowa, Vermont, Maine, and
Rhode Island. Project Managers of projects with Bechtel personnel
employed in any such state are required to adopt a site EAP procedure after
consulting with the Bechtel Legal and Human Resources Departments.
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C.
SEARCH AND SCREENING PROCEDURES
Bechtel reserves the right to establish drug and/or alcohol search and screening
procedures consistent with applicable law and where deemed necessary. Such
procedures require the joint and prior approval of the appropriate Executive
Sponsor, Human Resources, and Legal Departments. Where jobsite employees
covered by collective bargaining agreements are involved, the responsible
organization will also seek advice from Labor Relations and Safety.
D.
CLIENT POLICIES
Clients may impose drug and alcohol policies as a condition of site access for
Bechtel employees. Employees may be terminated if they fail to comply with such
policies. Employees may be denied relocation benefits to their point-of-origin if
they are terminated for failing to comply with a client's site access policies.
Additionally, employees shall not be entitled to relocation benefits to their
assignment location or their point-of-origin if, at the beginning of an assignment
involving permanent or temporary relocation, employees fail to comply with a
client’s initial drug screening requirements.
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Personnel Policy 409
