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(3) Any available drug counseling, rehabilitation, and employee assistance programs; and
<br />(4) The penalties that may be imposed upon employees for drug abuse violations occurring in the
<br />workplace;
<br />(c) Malang it a requirement that each employee to be engaged in the performance of the grant be given a
<br />copy of the statement required by paragraph (a);
<br />(d) Notifying the employee in the statement required by paragraph (a) that, as a condition of employment
<br />under the grant, the employee will —
<br />(1) Abide by the terms of the statement; and
<br />(2) Notify the employer in writing of his or her conviction for a violation of a criminal drug statute
<br />occurrnig in the workplace no later than five calendar days after such conviction;
<br />(e) Notifying the agency in writing, within ten calendar days after receiving notice under subparagraph
<br />(d)(2) from an employee or otherwise receiving actual notice of such conviction. Employers of convicted
<br />employees must provide notice, including position title, to every grant officer or other designee on
<br />whose grant activity the convicted employee was working, unless the Federal agency has designated a
<br />central point for the receipt of such notices. Notice shall include the identification number(s) of each
<br />affected grant;
<br />(f) Taking one of the following actions, within 30 calendar days of receiving notice under subparagraph
<br />(d)(2), with respect to any employee who is so convicted—
<br />(1) Taking appropriate personnel action against such an employee, up to and including termination,
<br />consistent with the requirements of the Rehabilitation Act of 1973, as amended; or
<br />(2) Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation
<br />program approved for such purposes by a Federal, State, or local health, law enforcement, or other
<br />appropriate agency;
<br />(g) Malting a good faith effort to continue to maintain a drug -free workplace through implementation of
<br />paragraphs (a), (b), (c), (d), (e), and (f).
<br />4. SWEATFREE CODE OF CONDUCT:
<br />a. All applicants contracting for the procurement or laundering of apparel, garments or corresponding
<br />accessories, or the procurement of equipment, materials, or supplies, other than procurement related to a
<br />public works contract, declare tinder penalty of perjury that no apparel, garments or corresponding
<br />accessories, equipment, materials, or supplies finished to the state pursuant to the subgrant have been
<br />laundered or produced in whole or in part by sweatshop labor, forced labor, convict labor, indentured labor
<br />under penal sanction, abusive forms of child labor or exploitation of children in sweatshop labor, or with the
<br />benefit of sweatshop labor, forced labor, convict labor, indentured labor under penal sanction, abusive forms
<br />of child labor or exploitation of children in sweatshop labor. The applicant further declares under penalty of
<br />perjury that they adhere to the Sweatfree Code of Conduct as set forth on the California Department of
<br />Industrial Relations website located at www.dir.ca.gov, and Public Contract Code Section 6108.
<br />b. The applicant agrees to cooperate fully in providing reasonable access to the applicant's records, documents,
<br />agents or employees, or premises if reasonably required by authorized officials of the contracting agency, the
<br />Department of industrial Relations, or the Department of Justice to determine the contractor's compliance
<br />with the requirements under paragraph (a).
<br />Initials
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