Pre-Employment. 2.1 Each seafarer shall undertake to serve the Company competently and shall undertake that they possess, and will exercise, the skill commensurate with the certificates that they declare to hold, which should be verified by the Company.
Pre-Employment. Xxxxx County Human Resources will identify specific job classifications that require an applicant selected as a new hire to take and pass a drug and alcohol screening. A positive result from the drug and/or alcohol screening may result in the applicant not being hired where the applicant's use of drugs and/or alcohol could affect requisite job standards, duties and responsibilities. If a legal drug screen is positive, the applicant must provide, within 24 hours of request, bona fide verification of a valid current prescription for the drug identified in the drug screen and it must be in the applicant's name. If the prescription is not in the applicant's name or the applicant does not provide acceptable verification, or if the drug is one that is likely to impair the applicant's ability to perform the job duties, the applicant will not be hired.
Pre-Employment. Development of employment policies and procedures; verification of applicant information such as drivers license numbers, social security numbers, education, criminal offenses, and past employment; and drug testing.
Pre-Employment. Pre-employment township physicals, including a drug/alcohol screen, are required of all potential safety sensitive Employees. The Employer does not hire applicants who test positive because being under the influence of drugs or alcohol is likely to affect job performance.
Pre-Employment. It is agreed that a job applicant shall be tested as soon as practical after a conditional offer of employment. A potential employee’s refusal to submit to a drug test for any reason or a verified positive test may be used as a basis for not hiring an applicant. Pre-employment testing requirements are applicable to “New Industry Employees” only and do not apply to anyone who is a member of SMART Workers’ International Association.
Pre-Employment. An applicant for employment must pass a pre-employment drug test before a hiring decision concerning the particular job for which an applicant has applied will become final.
Pre-Employment. 1. An employee hired or rehired into the bargaining unit shall initially be placed on day-to-day status pursuant to O.R.C. §3319.10 provided, however, that all such employees shall receive the full contract rights, including rate of pay with placement on the salary schedule and benefits for the time they are on such status. These employees will receive a conditional offer of employment which shall remain intact until all pre-employment procedures, including the criminal history records check have been completed or for ninety (90) working days, whichever comes first. If the pre-employment procedures are not completed after ninety (90) working days, the employee will receive regular contract status.
Pre-Employment. Prior to the first time a driver performs safety sensitive functions for the employer, the driver must undergo testing for alcohol and controlled substances. This requirement pertains to all new hires and existing employees transferred to a commercial drivers position. The board is under no obligation to hire an applicant who fails a drug or alcohol test.
Pre-Employment. All offers of employment with the Hospital are 13 contingent upon the applicant passing the exam/drug test which will be conducted at 14 the Hospital. Any applicant testing positive for an illegal drug will not be hired. All 15 specimens which initially show a detectable level of drugs shall also undergo a second 16 confirmatory test.
Pre-Employment a. The time and place for submitting to a drug screening test to employees for whom a conditional offer has been made shall be provided to such persons. The testing protocol may be either by hair analyses, urinalysis or blood analysis.
