Skip to content

About Selective

About Selective
Selective Insurance Company of America
Substance Abuse Prevention Policy

Text Size: - +
Introduction

The Selective Insurance Company of America ("Selective" or "the Company") is committed to protecting the safety, health, and well-being of its employees, customers, and all people who come into contact with its employees, workplaces, and property, and/or use its services. Drug and alcohol abuse impair judgment, performance and health, and research demonstrates that these effects may linger long after an individual believes them to have worn off. Selective's goal, therefore, is to maintain a work environment that is free from the effects of substance abuse. For these reasons, the Company has established the following substance abuse policy.

This policy applies to all employees. Job applicants are subject to drug testing as a condition of hire. Outside contractors and vendors must not engage in prohibited activity while at Selective work sites or while performing services for Selective.

Employees who test positive, who are convicted of charges involving illegal drugs, or who violate Selective's substance abuse policies in any way will be subject to disciplinary action, up to and including termination.

Questions about this policy may be directed to the H.R. Helpdesk at x1523.

Drug And Alcohol Rules
Illegal Drugs

Selective strictly prohibits the use, sale, attempted sale, conveyance, distribution, manufacture, purchase, attempted purchase, possession, cultivation, and/or transfer of illegal drugs and inhalants. This prohibition on illegal activity applies not only during working hours and while on Selective-owned or occupied premises, but extends to all illegal activities involving drugs.

"Illegal drugs" include all drugs the possession or use of which is prohibited under federal, state, or local law. The use or possession of "medical marijuana" is prohibited by federal law and therefore its use violates this Policy. Please be aware that the use of prescribed medicines other than as prescribed and for whom prescribed, is considered illegal drug use. Similarly, the possession or use of products and medicines acquired outside the United States which are unlawful to use in the United States will not excuse a violation of Selective's substance abuse rules.

This policy does not prohibit employees from the lawful use and possession of prescribed or over-the-counter medications. See the section on Prescription Medications, below.

Alcohol

Selective prohibits the use or possession of opened containers of alcohol while working, while on-call, while operating a Selective-provided vehicle, or when on Selective premises. The use or abuse of alcohol off the job that impairs performance on the job may subject the employee to disciplinary action. A test showing the presence of .04 percent or more alcohol in an individual's system is considered proof that the individual has violated this policy.

Selective may authorize the use of alcohol at Company-sponsored or approved functions for business entertainment. Employees who choose to drink alcohol at such an event are expected to exercise good judgment and to refrain from becoming intoxicated or impaired. Individuals who fail to exercise good judgment will be subject to disciplinary action, up to and including termination.

Workplace Safety and the Use of Medications

When a physician prescribes the use of prescription or over-the-counter drugs, or when over-the-counter drugs have warnings about side effects that may affect job performance, each employee should ask his or her health care provider whether such drugs are likely to adversely affect their ability to safely perform assigned duties.

An employee must advise a Human Resources representative, or his or her immediate supervisor if he or she is taking a medication that may adversely affect the employee's ability to perform assigned duties safely. Employees need not reveal the reasons they are taking any lawful medication although they may be asked to discuss their use of medication in the context of evaluating whether a reasonable accommodation is necessary and appropriate.

Employee Assistance Resources

Selective encourages employees to seek assistance with drug and/or alcohol concerns and will assist and support employees in locating services and rehabilitation programs that emphasize education, prevention, counseling, and treatment. Employees who may have concerns about substance abuse are encouraged to seek assistance before the employee violates this or another Selective policy, resulting in disciplinary action.

An employee's decision to seek help voluntarily (before the individual is asked to submit to a drug test and/or before the individual becomes the focus of an investigation involving possible violations of this Policy) will not be used as a basis for disciplinary action. Please be aware, however, that a decision to seek treatment can neither absolve nor protect individuals from the consequences of failing to meet performance expectations or for engaging in policy violations. Selective urges employees to seek assistance before substance abuse problems affect job performance. A person's decision to seek help will be treated as confidential, and communicated only to those with a need-to-know.

Selective offers employees (and their dependents living in their household) access to an Employee Assistance Program ("EAP"). The EAP can provide confidential assistance to employees with alcohol or drug concerns, including referrals to education and/or rehabilitative services, when appropriate. Information on EAP services is available on Selective's intranet site.

Employees' health insurance may cover the costs of treatment. Moreover, employees may be eligible for a leave of absence under Selective's standard leave policies to participate in such a program.

Drug Testing
Pre-Employment Testing

All offers of employment are contingent and require taking and passing a drug test in the time allotted and before commencing work. All applicants with a conditional offer of employment will be directed to proceed to an approved testing/collection site.

Employment offers will be rescinded whenever an applicant receives a verified positive test result or refuses to participate in the testing process within the allotted time frame. Behavior designed to frustrate the testing process, such as attempting to adulterate, dilute, substitute or damage the test sample is also considered a refusal to test.

Reasonable Suspicion Testing

When Selective management has reason to believe that an employee has violated this policy, the employee may be asked to submit to a drug and/or alcohol test. Test requests will be based upon reasonably contemporaneous observations of the individual's behavior or performance, or other indication that this policy may have been violated. Examples of observations or facts that may trigger a request to submit to a test include, but are not limited to, one or more of the following:

  • observed suspected drug or alcohol abuse or misuse;
  • bizarre or erratic behavior, including unexplained violations of safety rules, or a pattern of conduct that indicates substance abuse may be a problem;
  • observed suspected possession of alcohol, illegal drugs or drug paraphernalia while working or on work premises;
  • information provided by either a reliable and credible source or which is independently corroborated; and/or
  • physical appearance, smell, or symptoms which may indicate drug or alcohol abuse.

Post-Accident Testing

Any employee who is involved in a serious accident while working may be asked to submit to a post-accident drug and/or alcohol test as part of Selective's investigation of the incident. A "serious accident" is defined as one which: causes significant property damage; or medical treatment beyond simple first aid is required. Only employees whose acts could have caused or contributed to the accident will be tested.

All such tests will be conducted as soon as possible after Selective learns of the accident, but after any necessary emergency first aid has been provided. Employees are expected to notify their managers as soon as possible following an accident of any kind, in part to assist in determining whether a post-accident drug test is necessary and must remain available for a test after the accident until the test is completed or the employee is notified that no test is necessary. Results of tests performed by designated collectors, law enforcement, or medical professionals treating any injury may be relied upon if the employee is unable to submit to a Selective test.

Return-To-Work and Follow-Up Testing

On occasion, Selective may permit employees who violate this policy to seek assistance in lieu of termination. Employees extended this opportunity will be asked to agree to a Return to Work Agreement that requires the employee to:

  • Submit to an evaluation by a qualified substance abuse treatment professional and participate in any course of treatment prescribed for that employee; and
  • After the treatment professional has released the employee to return to work, the employee must take and pass a return-to-work drug and/or alcohol test and submit to unannounced follow-up drug and/or alcohol tests for at least one year.
  • Other return-to-work requirements may be imposed as appropriate for that employee.

Drug & Alcohol Testing Methods

Selective's drug and alcohol tests are conducted using procedures designed to ensure the accuracy and integrity of the testing process. Tests will seek only information about the presence of drugs and alcohol (or their metabolites) in an individual's specimen, and will not test for any medical condition.

Consent

No sample will be collected, or test conducted on any sample, without the consent of the person being tested. However, a refusal to submit to a test when asked will be viewed as insubordination and will subject the individual to termination, and conditional offers of employment will be withdrawn. Selective will pay the costs of all drug and/or alcohol tests it requires of employees and applicants.

Collection and Chain-of-Custody

Persons being tested will be asked to provide a test sample to the designated collector. Procedures for the collection of specimens will allow for reasonable individual privacy. Drug test specimens may include urine, oral fluids, or hair, at the Company's discretion. The collector and the person being tested will follow chain-of-custody procedures for specimens at all times.

Drug Tests

All drug test samples will be screened using an immunoassay technique and all presumptive positive drug tests will be confirmed using gas chromatography/mass spectrometry (GC/MS). Additional tests to assist in validating the sample (i.e., to determine the presence of adulterants, masking agents, dilution, etc.) may be conducted. All confirmatory drug tests will be performed by a laboratory certified by the U.S. Substance Abuse and Mental Health Services Administration.

Tests may seek the presence of one or all of the following substances:

  • Amphetamines (including methamphetamine, Ecstasy, Eve, MDMA);
  • Barbiturates (Darvon and some sleep aids);
  • Benzodiazepines (Xanax, Klonopin)
  • Cocaine ("crack," "blow,");
  • Marijuana (THC, hemp products, Marinol);
  • Opiates (including codeine, heroin, and morphine); and
  • Phencyclidine (PCP).

Other drugs may be added to this list at Selective's discretion.

Notification and Medical Review

Any individual who tests positive for drugs will be notified by a Medical Review Officer (MRO) (a medical professional with an expertise in toxicology) and given an opportunity to explain in confidence any legitimate reasons that would explain the positive drug test (i.e., evidence that the individual holds a prescription for the substance detected). The MRO may also review suspected adulterated, substituted, and dilute specimens and make determinations about their validity.

If the individual provides an explanation acceptable to the MRO that the positive drug test result is due to factors other than the illegal consumption of drugs, the MRO will order the positive test result to be disregarded and will report the test as negative to Selective. Otherwise, the MRO will verify the test as positive and report the result.

An individual who tests positive for drugs may ask the MRO to have his or her urine sample sent to an independent certified laboratory for a second confirmatory test, at the individual's expense, and provided that the request is made within seven business days of the date the MRO informed the individual of the positive test result. Selective may suspend, transfer, or take other appropriate employment action against the employee pending the results of any such re-test.

Alcohol Tests

Breath and/or saliva tests ordinarily will used to detect the presence of alcohol. An alcohol test will be considered positive if it shows the presence of .04 percent or more alcohol in a person's system.

All initial tests will be confirmed by a second test that is typically performed and confirmed at the collection location. If a breath specimen is used for the confirmatory test, there may be a waiting period of between 15 and 30 minutes before the second test is conducted. Positive alcohol tests will be reported to Selective immediately after they are confirmed.

Refusing a Test

An individual's refusal to submit to drug and/or alcohol testing will be considered insubordination, and ordinarily will result in termination of employment or the withdrawal of an offer of employment. Attempts to tamper with, substitute, adulterate, dilute or otherwise falsify a test sample or to disrupt the testing process are considered refusals to submit to a test, as is a failure to appear at the testing/collection location promptly after being asked to submit to a test, to remain available after being notified to submit to a test, or to remain at the collection/testing location through the completion of the collection and/or testing process.

Confidentiality

All records relating to positive test results, drug and alcohol dependencies, and medical information revealed to Selective and/or its MRO shall be kept confidential, and disseminated only to personnel charged with implementing this Policy and only on a need-to-know basis. Any records in Selective's possession will be kept in secure files separate from personnel files. Test results will not be released outside Selective without the written consent of the tested individual, except when related to an administrative proceeding or court claim brought on the individual's behalf, or as otherwise may be required by law or legal process.

Compliance With Applicable Laws

Implementation of the drug and alcohol testing provisions of this policy may vary in certain states and localities. Selective will administer this policy, including all drug and alcohol testing provisions, in a manner that complies with applicable federal, state and local laws.