Loud Production Group, LLC (“Loud”) intends to help provide a safe and drug-free work environment for our clients and our employees. Loud has the right to expect that all employees will perform their jobs effectively. Loud has a responsibility to the public and its employees to require that job performance and job conduct standards be met. Loud may properly intervene when the use of alcohol or drugs affects job performance and conduct. With this goal in mind and because of the serious drug abuse problem in today's workplace, we are establishing the following policy for existing and future employees of Loud Production Group, LLC.

 

Loud prohibits the unlawful possession, use, manufacture, purchase, or distribution of alcohol or drugs, or any attempt thereof, on company or customer premises or while performing an assignment.

 

Loud is committed to a program to prevent the illegal or irresponsible use of drugs and alcohol by employees. Any employee found to be using, possessing, manufacturing, or distributing controlled substances, or whose behavior evidences being under the influence of alcohol or controlled substances, in violation of the law on company or customer premises or while performing an assignment shall be subject to disciplinary action. Loud will take appropriate personnel action for such infractions, up to and including termination.

 

As a condition of employment, all employees of Loud shall abide by the terms of this policy statement and will notify Loud of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. Loud will, in turn, notify as appropriate, the applicable federal agency of the conviction within ten days of receipt of notification of conviction. Loud will initiate personnel action, up to and including termination, within thirty days of receiving notice of such conviction. Employees may also be required to satisfactorily participate, at their own expense, a drug abuse assistance or rehabilitation program before being allowed to return to work. For purposes of this policy, "conviction" means a finding of guilt (including a plea of nolo contendere) or imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of the federal or state criminal drug statutes.

 

Recognizing that professional assistance often can return the affected individual to full productivity, Loud holds that it is the employee's right and responsibility to seek professional assistance for a substance abuse problem. This policy supports individuals in seeking professional help so that they may return to full productivity.

 

If you, or someone you know, struggles with a substance abuse problem, the following resources can help:

 

SAMHSA’s National Helpline 1-800-662-HELP(4357)

 

in Lawrence, KS: Alpha Recovery Center (785) 842-6300 Bert Nash Community Mental Health Center (785) 843-9192 Center for Change (785) 856-4357 Narcotics Anonymous (785) 749-6631

 

in Kansas City: First Call Alcohol/Drug Prevention & Recovery (816) 361-5900 The Crossroads Program (816) 941-4000 Midwest Recovery Centers (844) 597-1376 Narcotics Anonymous (800) 561-2250