As we are all increasingly aware, the abuse of alcohol and drugs is a problem that has a direct negative impact on the workplace and on the strength of Canadian business as a whole. The connection between substance abuse and the safety, morale and job performance of the individual employee and of his/her co-workers is well known.

As a responsible employer, and a company dedicated to the pursuit of excellence, Stoneham Drilling is concerned with eliminating the dangers and effects of alcohol and drug abuse from the workplace and from the job sites, and therefore has a zero tolerance policy for substance abuse. Stoneham Drilling’s Drug and Alcohol Policy (hereinafter referred to as “Policy”), is aimed at establishing a work environment that is as safe and productive as possible for all employees. The Policy has been incorporated into the terms and conditions of employment with Stoneham Drilling.

Drug and Alcohol Policy

Concern for the health, safety and well being of our employees, our customers and the public will continue to be a major commitment of Stoneham Drilling. Our company recognizes that alcohol and drug abuse is a safety, health and security problem. Stoneham Drilling expects all employees to assist the company and fellow employees in maintaining a work environment that is free of alcohol and illicit drugs.

The possession or consumption of alcohol or illicit drugs, or the misuse of prescription or "over the counter" drugs is prohibited on Stoneham Drilling’s premises or work sites, or in circumstances deemed by Stoneham Drilling to present a serious risk to the interests of our company in terms of employee and public safety, Stoneham Drilling’s financial integrity, the security and safety of its property, or the protection of its public reputation.

The use of alcohol or drugs which may affect safety or job performance, or which impairs the health of the employee, will be treated as major misconduct, a serious violation of this policy and possible cause for termination of employment.

In the event that a Contractor who has contracted work out to us has a more stringent drug and alcohol policy, their policy may take precedent over Stoneham Drilling’s policy. Employees working in that particular situation will be notified if this is the case.

Work Rules Governing Substance Use

Stoneham Drilling will not allow a person to work, or to remain on Stoneham Drilling’s premises, or on our company’s work sites, whenever there is reasonable cause to believe that person has consumed alcohol, has ingested illicit drugs or is improperly using prescription or "over the counter" drugs, such that there is any risk whatsoever that such person’s ability to conduct himself/herself and to discharge his/her functions properly and safely is impaired. For the purpose of this Policy, reasonable cause shall mean any observation of impaired motor skill proficiency, impaired judgment or unusual conduct, or any reliable information provided to Stoneham Drilling of such consumption, either at work or an inappropriately short time prior to reporting for work.

All employees are expected to perform to the standards set forth in their respective job descriptions. Declines in work performance due to substance abuse will be addressed initially in the same manner as performance deterioration for any reason. However, the use of alcohol or illicit drugs or the misuse of prescription or "over the counter" drugs on Stoneham Drilling’s work sites, in Stoneham’s vehicles (whether owned or contracted), or while conducting Stoneham Drilling’s business, is a violation of this Policy and shall be cause for disciplinary action, including termination of employment.

Any employee taking a legal drug medication, whether or not prescribed by a licensed medical practitioner, which is known to possibly affect or impair judgment, coordination or perception so as to adversely affect the ability of the employee to perform his/her work in a safe and productive manner, must notify his Rig Manager prior to engaging in Stoneham Drilling’s business. The Rig Manager will determine whether that person can remain at work or whether work restrictions are required.

Employees reporting for work:

1. are expected to be sober, well rested and fit for duty;
2. if under the influence of alcohol or drugs, must advise their Rig Manager upon reporting for work, or when contacted to work on an emergency or other unscheduled basis;
3. if perceived by a Rig Manager or Driller to be under the influence of alcohol or drugs, the employee will be immediately removed from the workplace and be evaluated by the Rig Manager;
4. if unfit for duty, the employee’s condition will be noted and will result in disciplinary action.

Employees that are contacted to report to work for emergency or other unscheduled reasons:

1. must advise the person contacting them if they have consumed alcohol within twelve (12) hours of reporting;
2. must, if requested by a Rig Manager, submit to sobriety testing, including physical testing of motor skills and reactions;
3. if perceived to be under the influence of alcohol or drugs will be immediately removed from the workplace and be evaluated by the Rig Manager.

An employee in a position involving public contact or whose duties impact his safety or the safety of others who may not be impaired, but who displays evidence of alcohol consumption - such as alcohol on the breath - will be removed from the workplace, and may be subject to disciplinary action.

Off-duty consumption of alcohol and drugs which adversely affects an employee’s job performance, or which could jeopardize the safety of other employees, Stoneham Drilling’s customers, the public or Stoneham Drilling’s property, is proper cause for disciplinary action including termination of employment.

Administration

Stoneham Drilling reserves the right to temporarily remove, reassign or suspend any employee pending a determination of fitness for work, safety risk, and assessment of substance abuse problem or completion of investigation into a possible violation of this Policy. To help ensure a safe, healthful and productive work environment, Stoneham Drilling reserves the right to carry out reasonable searches of individuals and their personal effects when entering Stoneham Drilling’s premises or Stoneham Drilling’s work sites. Entry onto Stoneham’s premises or work sites constitutes consent to a search of the person and his/her personal effects, including, without limitation, packages, briefcases, purses and lunch boxes, or of any office, locker, closet, desk or vehicle on Stoneham Drilling’s premises or Stoneham Drilling’s work sites.

For the purpose of administering this Policy, any alcohol or drug testing shall be performed at a medical facility designated by Stoneham Drilling. Stoneham Drilling will not accept test results from any facility other than the one designated by Stoneham Drilling.

In circumstances of a positive test, an employee has the right to request a retest of the original specimen within thirty (30) days of notification. The employee will pay costs incurred for a positive retest.

The President may authorize alcohol to be present at Stoneham Drilling functions. It is incumbent upon the persons organizing the event to conduct the event in a manner, which, through control of the duration of beverage service or other means, promotes moderation and is in keeping with the integrity, security and safety of Stoneham Drilling, its employees and customers.

Alcohol and Drug Testing

Stoneham Drilling, under its discretion, may require that employees undergo an alcohol and drug test within ninety (90) working days after the start of their employment. Continued employment with Stoneham Drilling is conditional on negative alcohol and drug tests.

Employees may be required to undergo substance testing under the following circumstances:

1. the employee is involved in an on-the-job accident or near miss, regardless of whether that person sustained injury;
2. where a Rig Manager has reasonable cause to believe an employee has acted in contravention of this Policy;
3. during or after a rehabilitation program for a period of up to twenty-four (24) months;
4. when required in the ordinary course of business as stipulated in a contract between Stoneham Drilling and an Operator on a particular work site.

An employee who:

1. fails to report at a Stoneham Drilling designated facility for an alcohol or drug test;
2. refuses to submit to an alcohol or drug test; or
3. tampers or attempts to tamper with a test sample

is in violation of this Policy and is subject to disciplinary action including termination of employment for cause. An employee whose drug or alcohol test is confirmed to be positive will be immediately suspended without pay.