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We review Rogers' Substance Abuse Policy every year to look at all aspects of the policy for ways we might improve it. Since the late 1980's RGI has been committed to having a work place free from substance abuse. This year there have been a couple of substantive changes that I want to explain.

First, any employee found to be in violation of the Substance Abuse Policy as a result of a drug screen if within their first 180 days of employment would be terminated, and would not be allowed to reapply for employment with RGI. Under the old policy any employee in violation as above would be terminated, but could reapply regardless of their service time.

The second substantive change is that any employee with more than 180 days of employment found to be in violation of the Substance Abuse Policy and terminated would be allowed to reapply for employment with RGI after 60 calendar days. Under the old policy any employee in violation and terminated would have to wait six months before they could reapply.

Other changes in the policy were for clarification and consistency with respect to the 180-day rule. There have been no changes in the testing levels.

I encourage everyone to read the policy and if you have any questions feel free to contact any safety manager, HR coordinator, or me. I also encourage the use of the Employee Assistance Program (EAP) to help with any substance abuse problem. This is a confidential service provided free of charge to RGI employees. It is not just for persons who have a drug or alcohol problem, but could be for someone who seeks help in dealing with a coworker who may have a problem. The EAP covers many other possible personal problems and if you have any specific questions, contact your HR coordinator.

We have been aggressive in testing in the work place and we will continue to do so to keep our workplace free of the dangers substance abuse can create.

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