1. Purpose & Commitment
Parabellum is committed to providing a safe, secure, and high-performing workplace. Because security personnel operate in sensitive, high-risk, and often client-facing environments, the presence of drugs or alcohol in the workplace poses serious risks to employees, clients, property, and the public.
This policy establishes our Substance Abuse Awareness Program to ensure:
- Safety for employees, clients, and third parties
- Compliance with federal and state regulations
- Integrity and reliability in all security operations
- A supportive environment that encourages employees to seek help when needed
This program applies to all employees, contractors, and applicants.
2. Scope & Applicability
This policy covers:
- Company facilities, job sites, vehicles, and client locations
- Working hours, on-call hours, breaks, and paid standby periods
- Possession, use, sale, or distribution of substances
- Drug/alcohol testing & reasonable suspicion protocols
- Fitness-for-duty standards
3. Definitions
Substance Abuse: Use of illegal drugs, misuse of legal drugs or medication, or impairment by alcohol.
Illegal Drugs: Any substance prohibited by federal or state law.
Controlled Substances: Prescription drugs used without valid prescription or in a way that impairs performance.
Impairment: Observable signs that suggest an employee is not fit for duty.
4. Prohibited Conduct
Employees are prohibited from:
- Using or possessing illegal drugs on company or client property
- Reporting to work under the influence
- Consuming alcohol or cannabis during work hours
- Misusing prescription medications
- Refusing required tests
- Tampering with test samples
5. Prescription & Over‑the‑Counter Medication
Employees must notify HR if medication may affect ability to safely perform duties.
6. Drug & Alcohol Testing
Testing may occur:
- Pre-employment
- Random (safety-sensitive roles)
- Reasonable suspicion
- Post-accident
- Return-to-duty
7. Confidentiality
All testing and treatment records are confidential and stored separately per HIPPA and insurance standards.
8. Employee Assistance & Support
Employees are encouraged to seek help voluntarily. Referrals to treatment providers and EAP may be available.
9. Supervisor Responsibilities
Supervisors must complete substance abuse training, document concerns, and follow procedures.
10. Employee Responsibilities
Employees must report fit for duty, abstain from impairment, and follow testing protocols.
11. Awareness, Prevention & Training Program
Includes:
- Annual training
- Supervisor-specific training
- Educational materials
- Wellness and support initiatives
12. Program Governance
The Director of HR or Compliance Officer oversees policy compliance, updates, and training.
13. Disciplinary Action
Discipline may include warnings, suspension, mandatory treatment, reassignment, or termination.
14. Acknowledgment
Employees must sign acknowledgment of this policy.
