The following are terms and conditions of enrollment, as well as policies, that are made available to and applicable to every student enrolled in a Sage program. Each student is responsible for reading the terms and conditions and policies, which are incorporated into the Enrollment Agreement and each student agrees to such terms and conditions and policies. Enrollment in any Sage or Sage managed (e.g. college) program constitutes express acknowledgement that the terms and conditions and policies have been read, and agreement to comply with them.
Questions regarding any policies should be directed to the School Director or the Corporate Office. Violation of these terms, conditions or policies may be cause for termination from the training program or other appropriate action.
► Terms and Conditions of SAGE agreement to provide training
The following terms and conditions apply to all students enrolled at or otherwise conducting training in a Sage program:
Release of liability: Student acknowledges that driving trucks AND heavy equipment can be dangerous, and Student assumes the risk of such activities, and full responsibility and liability for any injuries or damage that occur as a result thereof. Student hereby releases and indemnifies SAGE Truck Driving Schools from any and all claims, actions, suits, liabilities, judgments and proceedings arising in whole or in part from Student’s or Sage’s acts or omissions related to attending this school.
Employer contact: Student authorizes Sage to contact any previous or current employers identified by student, and any future employers, for the sole purpose of confirming dates of employment and termination, rates of pay and earnings, general conduct and reasons for leaving employment. Sage and the provider of any information requested are hereby released from any and all liability that may result from furnishing such information
Motor vehicle and educational records: Student authorizes Sage to conduct a search of Student’s motor vehicle and criminal record in any state, and to obtain the release of educational records from any institution attended by Student, verification of credentials and a copy of any transcripts, diplomas or other certificates. Sage may provide Student’s truck driving school records, including transcripts, to employers to whom Student applies for work.
Employment advisory: Student understands and acknowledges that it may be difficult for Student to obtain employment in the event of certain circumstances, such as if Student has a criminal record (including but not limited to felony convictions), DUI/DWI or other serious traffic offenses or suspended license, physical limitations, if Student is under the age of 21, if Student has work history gaps or problems, or if Student restricts employment options (e.g. will accept only local or regional employment) that may result in a lower wage than over the road driving. The school may be unsuccessful with job placement assistance for these reasons. If Student chooses to complete training under these circumstances, or allows substantial time to elapse after graduation, employment may be more difficult and employers may require refresher training. THE SCHOOL DOES NOT GUARANTEE A JOB OR OFFER EMPLOYMENT. NO SCHOOL REPRESENTATIVE IS AUTHORIZED TO GUARANTEE ANYONE A JOB UPON GRADUATION.
Photo/News Release: Student hereby irrevocably authorizes Sage, its successors, assigns, agents and licensees, forever hereafter, anywhere in the world, to copyright and/or use and/or broadcast and/or telecast, separately or together, Student’s voice, name, picture or other likeness, or written statements, for the purpose of advertising and marketing for professional truck driving schools. Student hereby releases them and each of them from any and all liability that may arise from these activities.
Tuition financing: If Student has applied for financing or financial aid for a Sage program, Sage is authorized to conduct credit checks necessary to determine whether such financing may be approved. If Student is authorized to commence training pending financing being finalized, Student understands that training may be suspended unless tuition is paid and that Student is responsible for costs of any training provided.
► Student Safety and Health Program and Policies
► Student
Code of Conduct:
1. Students must be on time for all scheduled classes and drive sessions.
2. Absences without prior notice or arrangement are not excused, and must be made up (students may be charged for make-up sessions resulting from unexcused absence).
3. No horseplay or practical jokes; No abuse of equipment.
4. Firearms, ammunition and personal weapons are prohibited on-site/in trucks.
5. No use of alcohol or drugs while in school and/or operating equipment. Students are subject to DOT drug testing.
6. No profanity, racial- or gender-insensitive comments or offensive conduct.
7. Sexual harassment will not be tolerated.
8. Keep grounds and equipment clean.
9. No drinks (bottles/cans) except in authorized areas.
10. No smoking/tobacco products in any school building, in trucks or around fueling areas.
11. Seat belts must be worn at all times in the cab of tractors.
12. Stay with your truck or class assignment. Remain in class until excused.
13. Park cars in designated areas. It is the student’s responsibility to ensure that they are parked in a manner and in a location to prevent damage to their vehicle and other property. Park at your own risk.
14. The school is not responsible for lost, stolen or damaged property of students.
15. Treat other students, school staff and the public with respect.
16. Follow instructions without deviation, or ask for permission.
17. No arguing with instructors. If you have a concern, see the School Director.
18. Keep a positive attitude with an open and receptive mind.
19. Review the training schedule for the next day to make sure you are aware of updates.
20. In class, speak only when called upon. No noises or disturbances in class.
21. No fraternization is allowed with instructors or school staff.
22. Keep long hair and loose clothing secure so they are not a safety factor.
23. Dress neatly, professionally and appropriately for class.
24. Work clothes, gloves, safety glasses and shoes are recommended when working with heavy equipment.
25. All students are subject to the Federal Motor Carrier Safety Administration Regulations (FMCSR) while attending school.
26. Always check with an instructor BEFORE moving a vehicle.
27. No use of alcohol or drugs while in school . See policy, below.
28. Turn off cell phones while in the class and the truck. If you need to make a call in the truck, pull over and stop the truck in a safe area.
► Administrative Policies (See School Catalog)
► Comment, Suggestion and Complaint Procedure
Sage Truck Driving Schools and its staff are always concerned that our students are getting everything that was expected from our programs. Therefore, your comments, suggestions and complaints are important to the School. The one certain way to insure that our programs are effective and continually improving is to hear from those directly affected–the STUDENTS!
Students wishing to bring information to the attention of the School regarding any aspect of a program, the facilities, the staff or any other matter are asked to first notify an instructor, the School Director or any other School official you wish to speak with. This may be done orally or in writing, and may be in person or without identifying yourself.
Please also refer to the School Catalog for additional instructions under the heading “Student Complaint Procedure”.
All issues raised by students will be addressed by the appropriate individual as soon as possible. Our students will be personally contacted to discuss matters raised to the attention of the School. If you do not receive a satisfactory response within 24 hours, you may contact Sage by email: comments@sageschools.com or you may contact the State agency responsible for the licensing of the School.
Sage is committed to providing you with the best commercial truck driving education and training experience. We’d like to hear from you.
► Student
Controlled Substances Policy
PURPOSE
The purpose of this policy is to assure worker fitness for duty and to protect our employees, students, customers, and the public from the risks posed by the use of alcohol and prohibited controlled substances when employees operate commercial motor vehicles. The Federal Motor Carrier Safety Administration (FMCSA) of the U.S. Department of Transportation (DOT) has promulgated 49 CFR Part 382 that mandates urine controlled substance testing and breathalyzer alcohol testing for commercial vehicle operators and prevents performance of safety-sensitive functions when there is a positive test result. The DOT has also promulgated 49 CFR Part 40, as amended, that sets standards for the collection and testing of urine and breath specimens.
SCOPE
This policy applies to all employees (including all instructors of Sage programs, whether employed by Sage or not) who operate a commercial motor vehicle in interstate commerce, and are subject to the commercial driver’s license requirements. For purposes of this policy, the term “employee” or “employees” shall include all persons operating Sage equipment, including students.
POLICY
SAGE Truck Driving Schools is dedicated to providing safe, professional and high quality training and educational services. Sage employees are our most valuable resource and it is our goal to provide a healthy, satisfying working environment which promotes personal opportunities for growth. In meeting these goals, it is our policy to (1) assure that employees are not impaired in their ability to perform assigned duties in a safe, productive, and healthy manner; (2) prohibit the unlawful manufacture, distribution, dispensing, possession, or use of controlled substances; and (3) to encourage employees to seek professional assistance anytime personal problems, including alcohol or drug dependency, adversely affect their ability to perform their assigned duties.
PROCEDURE
Safety-Sensitive Function A safety-sensitive function is defined in 49 CFR, Part 382.107 as any of those on-duty functions set forth in 49 CFR, Part 395.2 On-Duty Time, paragraphs (1) through (6).
Prohibited Substances “Prohibited substances” addressed by this policy include the following:
Illegal Drugs or Controlled Substances Any illegal drug
or any substance identified in Schedules I through V of Section 202 of the
Controlled Substance Act (21 U.S.C. 812), also found in Appendix D of the
Federal Motor Carrier Safety Regulations. This includes, but is not limited
to: marijuana, amphetamines, opiates, phencyclidine (PCP), and cocaine, as
well as any drug not approved for medical use by the U.S. Drug Enforcement
Administration or the U.S. food and Drug Administration. Illegal use
includes use of any illegal drug, misuse of legally prescribed drugs, and
use of illegally obtained prescription drugs.
bullet Legal Drugs The appropriate use of legally prescribed drugs and
non-prescription medications is not prohibited. However, the use of any
substance which carries a warning label that indicates that mental
functioning, motor skills, or judgment may be adversely affected must be
reported to supervisory personnel and medical advice must be sought, as
appropriate, before performing a safety-sensitive function. A legally
prescribed drug means that an individual has a prescription or other written
approval from a physician for the use of a drug in the course of medical
treatment. It must include the patient’s name, the name of the substance,
dosage, and the period of authorization. The misuse or abuse of legal drugs
while performing a safety-sensitive function is prohibited.
bullet Alcohol The use of beverages or substances containing alcohol
including any medication such that alcohol is present in the body while
performing a safety-sensitive function is prohibited. The concentration of
alcohol is expressed in terms of grams of alcohol per 210 liters of breath
as measured by an evidential breath testing device (EBT).
Prohibited Conduct
Manufacture, Trafficking, Possession and Use Any
employee engaging in the manufacture, distribution, dispensing, possession,
or use of prohibited substances on company premises, in company vehicles, or
while on company business will be subject to disciplinary action up to and
including termination. Law enforcement shall be notified, as appropriate,
where criminal activity is suspected.
Intoxication Under the Influence Any employee
performing, about to perform, or just completed performing a
safety-sensitive function, who is reasonably suspected of being intoxicated,
impaired, under the influence of a prohibited substance, or not fit for duty
shall be suspended from job duties pending an investigation and verification
of condition. Employees found to be under the influence of a prohibited
substance, who fail to pass a drug or alcohol test, shall be removed from
duty and subject to disciplinary action, up to and including termination. A
drug or alcohol test is considered positive if the individual is found to
have a quantifiable presence of a prohibited substance in the body above the
minimum thresholds defined in 49 CFR Part 40, or an employee’s refusal to
test.
Alcohol Use No subject employee should report for duty,
or remain on duty to perform a safety-sensitive function when his/her
ability to perform assigned functions is adversely affected by alcohol or
when his/her blood alcohol concentration is 0.02 or greater. No employee
shall use alcohol while performing safety-sensitive functions. No employee
shall have used alcohol within four hours of reporting for duty to perform a
safety-sensitive function. Violations of these provisions is prohibited and
punishable by disciplinary action up to and including termination.
Compliance With Testing Requirements All employees who perform a safety-sensitive function will be subject to urine drug testing and breath alcohol testing. Any employee who refuses to comply with a request for testing, who provides false information in connection with a test, or who attempts to falsify test results through tampering, contamination, adulteration, or substitution shall be removed from duty immediately, and subject to disciplinary action, up to and including termination. Refusal can include an inability to provide adequate specimen or breath sample without a valid medical explanation, as well as a verbal declaration, obstructive behavior, or physical absence resulting in the inability to conduct the test.
The Company affirms the need to protect individual dignity, privacy, and confidentiality throughout the testing process. Analytical urine drug testing and breath testing for alcohol may be conducted as required by Federal regulations. All employees who perform a safety-sensitive function shall be subject to testing prior to employment, randomly (unannounced basis), for reasonable suspicions, and following a commercial motor vehicle accident. Employees will be tested prior to, and after, returning to duty following a positive drug or alcohol test. Testing shall be conducted in a manner to assure a high degree of accuracy and reliability and using techniques, equipment, and laboratory facilities which have been approved by the U.S. Department of Health and Human Services (DHHS). All collection and testing will be conducted consistent with the procedures put forth in 49 CFR Part 40.The urine sample will be tested for marijuana, cocaine, opiates, amphetamines, and phencyclidine. An initial drug screen will be conducted on each specimen. A negative dilute specimen will be considered a negative result. For those specimens that are not negative, a confirmatory gas Chromatography/Mass Spectrometry (GC/ms) test will be performed. The test will be considered positive if the amounts present are above the minimum thresholds established in 49 CFR Part 40. Tests for alcohol concentration will be conducted utilizing a National Highway Traffic Safety Administration (NHTSA)-approved evidential breath testing device (EBT) operated by a trained breath alcohol technician (BAT). Alcohol screening tests may be performed using a non-evidential alcohol screening device, approved by NHTSA, operated by a screening test technician (STT). Any positive alcohol screen will be confirmed using an EBT. Employees are subject to alcohol testing just prior to performing, while performing, or immediately following performance of a safety-sensitive function. If the initial test indicates an alcohol concentration of 0.02 or greater, a second test will be performed to confirm the results of the initial test. An employee who has a confirmed alcohol concentration of greater than 0.02 but less than 0.04 will be removed from duty (performing a safety sensitive function) for a minimum of twenty-four hours. An alcohol concentration of 0.04 or greater will be considered a positive alcohol test and in violation of this policy.
IMPORTANT NOTE: ANY EMPLOYEE WHO HAS A CONFIRMED POSITIVE DRUG TEST OR ALCOHOL TEST (GREATER THAN .04) WILL BE REMOVED FROM DUTY (I.E. DUTY PERFORMING A SAFETY SENSITIVE FUNCTION), INFORMED OF EDUCATIONAL AND REHABILITATION PROGRAMS AVAILABLE, AND MUST BE EVALUATED BY A SUBSTANCE ABUSE PROFESSIONAL (SAP). A POSITIVE DRUG AND/OR ALCOHOL TEST WILL ALSO RESULT IN DISCIPLINARY ACTION UP TO AND INCLUDING TERMINATION.
Pre-Employment Testing All applicants for positions which will involve performing safety-sensitive functions shall undergo, and the Company shall receive the results of, urine drug testing prior to performing in such a position. A positive drug test will disqualify an applicant for employment.
Reasonable Suspicion Testing All employees who perform a safety-sensitive function may be subject to a fitness for duty evaluation, to include appropriate urine and/or breath testing when there are reasons to believe that drug or alcohol use is adversely affecting job performance. A reasonable suspicion referral for testing will be made on the basis of documented objective facts and circumstances which are consistent with the long- or short-term effects of substance abuse. Examples of reasonable suspicion include, but are not limited to, the following:
(1) Adequate documentation of unsatisfactory work performance or on-the-job behavior.
(2) Physical signs and symptoms consistent with prohibited substance use.
(3) Evidence of the manufacture, distribution, dispensing, possession, or use of controlled substances, drugs, alcohol, or other prohibited substances.
(4) Occurrence of a serious or potentially serious accident that may have been caused by human error.
(5) Fights (to mean physical contact), assaults, and flagrant disregard or violations of established safety, security, or other operating procedures.
Reasonable suspicion determinations will be made by a supervisor who is trained to detect the signs and symptoms of drug and alcohol use and who reasonably concludes that an employee may be adversely affected or impaired in his/her work performance due to prohibited substance abuse or misuse.
Post-Accident Testing Employees will be required to undergo urine and breath testing if they are involved in a commercial motor vehicle accident that results in a fatality. In addition, a post-accident test will be conducted if a commercial motor vehicle accident results in:
(1) injuries, to any individual involved, requiring immediate medical treatment away from the scene; or
(2) one or more vehicles incurs disabling damage that requires towing from the scene; AND the employee receives a citation under State or local law for a moving traffic violation arising from the accident.
When required following a commercial motor vehicle accident, the employee will be tested as soon as possible, but not to exceed eight hours for alcohol testing and 32 hours for drug testing. Any employee involved in an accident must refrain from alcohol use for eight hours following the accident or until he/she undergoes a post-accident alcohol test. Any employee who leaves the scene of the accident without appropriate authorization prior to submission to drug and alcohol testing will be considered to have refused the test and subject to disciplinary action up to and including termination.
Random Testing Employees who perform safety-sensitive functions will be subjected to random, unannounced testing.
(1) Ten percent (10%) of all subject employees will be randomly tested for alcohol annually.
(2) Fifty percent (50%) of all subject employees will be randomly tested for controlled substances annually.
Return-to-Duty Testing All employees who previously
tested positive on a drug or alcohol test must test negative and be
evaluated and released to duty by a Substance Abuse Professional (SAP)
before performing a safety-sensitive function.
Follow-up Testing Any employee who tested positive for
drugs or alcohol will be subject to drug and/or alcohol testing upon their
return to work in accordance with the SAPs recommendations and company
policy.
Employee Requested Testing Any employee who questions
the results of a required drug test under this policy may request that an
additional test be conducted. This test must be conducted at a different
testing DHHS-certified laboratory. The test must be conducted on the split
sample that was provided at the same time as the original sample. All costs
for such testing are paid by the student/employee unless the second test
invalidates the original test. The cost for testing the B sample is $250.00.
The method of collecting, storing, and testing the split sample will be
consistent with the procedures set forth in 4 CFR Part 40. The employee’s
request for a re-test must be made to the Medical Review Officer (physician)
within 72 hours of notice of the initial test result. Requests after 72
hours will only be accepted if the delay was due to documentable facts that
were beyond the control of the student/employee.
Employment Assessment
At the discretion of the Company, any employee who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in 49 CFR Part 40 will either be terminated or evaluated by a Substance Abuse Professional (SAP). A SAP is a licensed physical psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of any clinical experience in the diagnosis and treatment of alcohol related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. Assessment by a SAP does not shield an employee from disciplinary action or guarantee employment or reinstatement with the Company.
The Sage Discipline and Separation Policy should be consulted to determine the penalty for performance-based infractions and violation of policy provisions.
If an employee is allowed to return to duty to perform safety-sensitive functions, he/she must properly follow the rehabilitation program prescribed by the SAP, must pass return-to-duty drug and alcohol tests, and be subject to unannounced follow-up tests for a period of one to five years. The cost of any treatment or rehabilitation services will be paid directly by the employee or their insurance provider. Employees will be allowed to take accumulated sick leave and vacation leave to participate in the prescribed rehabilitation program.
Treatment Requirements All employees are encouraged to make use of the available resources for treatment for alcohol and substance abuse problems. Under certain circumstances, employees may be required to undergo treatment for substance abuse. Any employee who refuses or fails to comply with the SAP’s and the Company’s requirements for treatment either after care or return to duty, shall be subject to disciplinary action, up to and including termination.
Proper Application of The Policy The Company is dedicated to assuring fair and equitable application of this substance abuse policy. Therefore, supervisors/managers are required to use and apply all aspects of this policy in an unbiased and impartial manner. Any supervisor/manager who knowingly disregards the requirements of this policy, or who is found to deliberately misuse the policy in regard to subordinates, shall be subject to disciplinary action, up to and including termination.
FMCSA Clearinghouse
The following information collected and maintained under this policy shall be reported to the FMCSA Clearinghouse. All students and employees are subject to a pre-employment query requiring a full electronic consent on the Clearinghouse website. Student will need to register and validate their CDL License/Permit prior to consent.
Information and Training
Information is available to employees concerning the effects of alcohol and controlled substances on an employee’s health, work, and personal life; signs and symptoms of a problem; and rehabilitation.
All supervisors will receive a minimum of one hour training on alcohol misuse and one hour training on controlled substances abuse. Such training may include self study, and should be documented.