Safety Policy

It is the policy of James H Drew Corporation to provide and maintain a safe and healthful working environment and to follow operating practices that will safeguard all employees.  To accomplish this goal, safety is assigned as a line function.  No supervisor, superintendent, general superintendent or operating manager may ever be relieved of any part of their responsibility or accountability.

Safe operation is our shared purpose and responsibility.  No job shall be considered efficiently completed unless supervision and management have provided the necessary direction and all workers have followed every precaution to protect himself and fellow workers.  It shall be universally understood that the company will not run any operation or equipment in violation of company or governmental standards and, when necessary, the operation or equipment will be shut down until corrections are made.

The James H Drew Corporation is required by law to recognize the Williams-Steiger Occupational and Safety Act.  This law states that safety is the responsibility of not only the employer but every employee.  We recognize that good housekeeping and safe working habits represent successful projects.

We stress through our Safety Officer, rules and safety meetings that these safe practices are mandatory and any other forms of operating procedures will not be tolerated.

Our Safety Department Consists of:

Gene Lindley, COO, Safety Director
Brad Hunt, Safety Consultant
Jill Shirley, Safety Administrator

8701 Zionsville Rd.
Indianapolis, IN 46268

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James H Drew Safety Policy
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Drug Free Work Place

Pursuant to Executive Order No. 90-5, April 12, 1990 issued by Governor Even Bayh, the Indiana Department of Administrations requires the inclusion of this certification in all contracts with and grants from the State in excess of $25,000.  No award of a contract or grant shall be made, and no contract, purchase order or agreement, the total amount of which exceeds $25,000, shall be valid unless and until this certification has been fully executed by the Contractor or Grantee and attached to the contract or agreement as part of the contract documents.  False certification or violation of the certification may result in sanctions including, but not limited to, suspension of contract payments, termination of the contract or agreement and/or debarment of contracting opportunities with the State for up to 3 years.

The Contractor or Grantee certifies and agrees that it will provide a drug-free workplace by means as follows:

1.  Publishing and providing to all its employees a statement notifying employee that the unlawful manufacture, distribution, dispensing, possession or use of controlled substance is prohibited in the Contractor's workplace and specifying the actions that will be taken against employees for violations of such prohibition.

2.  Establishing a drug-free awareness program to inform employees about (a) the dangers of drug abuse in the workplace; (b) the Contractor's policy of maintaining a drug-free workplace; (c) available drug counseling, rehabilitation, and employee assistance programs; and (d) the penalties that maybe imposed upon an employee for drug abuse violations occurring in the workplace.

3.  Notifying all employees in the statement required by (1) above that as a condition of continued employment the employee will (a) abide by the terms of the statement; and (b) notify the employer of criminal drug statute conviction for violation occurring in the workplace no later than 5 days after such convictions.

4.  Notifying in writing to the contracting State agency and the Indiana Department of Administration within 10 days after receiving notice from an employee under (3) (b) above, or otherwise receiving actual notice of such conviction.

5.  Within 30 days after receiving notice under (3) (b) above of conviction, imposing the following sanctions or remedial measures on an employee who is convicted of drug abuse violations occurring in the workplace by (a) taking appropriate personnel action against employee, up to and including termination; or (b) requiring such employee to satisfactorily participate in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State or local health, law enforcement, or other appropriate agency.

6.  Making a good faith effort to maintain a drug-free workplace through the implementation of (1) through (5) above.

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James H Drew Drug Policy
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