Drug Use and Alcohol Policy

CARES Group intends to help provide a safe and drug-free work environment for our clients and employees. With this goal in mind, there is a need to establish a drug and alcohol policy to be adhered to by all CARES Group employees including personnel working for and on behalf of CARES Group.

CARES Group explicitly prohibits:

• The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on CARES Group or client premises or while performing an assignment.
• Being under the influence of legal or illegal drugs or alcohol either on CARES Group or client’s premises.
• Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from the Company or clients premises, if such activity or involvement adversely affects the employee’s work performance, the safety of the employee or of others, or puts at risk the Company’s reputation.
• The presence of any detectable amount of prohibited substances in the employee’s system while at work, while on the premises of the company or its clients, or while on company business. “Prohibited substances” include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the employee.

CARES Group will conduct drug and/or alcohol testing under any of the following circumstances:

• POST-ACCIDENT TESTING: Any employee involved in an on-the-job accident or injury under circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event may be asked to submit to a drug and/or alcohol test. “Involved in an on-the-job accident or injury” means not only the one who was or could have been injured but also any employee who potentially contributed to the accident or injury event in any way.
• FOR-CAUSE TESTING: The Company may ask an employee to submit to a drug and/or alcohol test at any time it feels that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: evidence of drugs or alcohol on or about the employee’s person or in the employee’s vicinity, unusual conduct on the employee’s part that suggests impairment or influence of drugs or alcohol, negative performance patterns, or excessive and unexplained absenteeism or tardiness.
• RANDOM TESTING: The Company may ask an employee to submit to a drug and/or alcohol test randomly with no obvious signs of being under the influence. If an employee is tested for drugs or alcohol outside of the employment context and the results indicate a violation of this policy, or if an employee refuses a request to submit to testing under this policy, the employee may be subject to appropriate disciplinary action, to and possibly including discharge from employment. In such a case, the employee will be given an opportunity to explain the circumstances prior to any final employment action becoming effective.

We look to our employees’ support and professionalism in making this policy truly effective on behalf of CARES Group.

Jonathan Spivey,

CEO