Common use of A DRUG-FREE WORK PLACE Clause in Contracts

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s background are conducted to ensure that the candidate’s profile is of an individual worthy of the public’s trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees of the Police Department must be willing to accept a random urinalysis program as yet another test in which the police officer is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-related problem caused by alcohol, gambling, a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Employee Assistance Program (Article 7.14). The Department will take steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Article, the term “voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • On their own initiative; • At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction or use problem; and • That no acts or omissions by the employee related to the addiction or use problem involves any criminality on the part of the employee.

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s 's background are conducted to ensure that the candidate’s 's profile is of an individual worthy of the public’s 's trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees members of the Police Department must be willing to accept a random urinalysis program as yet another test in which the police officer is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-related problem problems caused by alcohol, gambling, either a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Employee Assistance Program (Article 7.14). The Department will take steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Article, the term “voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • On their his or her own initiative; • At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction use of prescription or use problemover-the-counter medication; and • That no acts or omissions by the employee and related to the addiction use of prescription or use problem over-the-counter medication involves any criminality on the part of the employee.

A DRUG-FREE WORK PLACE. ‌ A. The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s background are conducted to ensure that the candidate’s profile is of an individual worthy of the public’s trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are will be disciplined or even terminated when appropriate. All employees of the Police Department Unit members must be willing to accept a random urinalysis drug test program as yet another test in which the police officer employee is held to a higher standard than others in society. . B. An employee who voluntarily apprises the Department of an addiction or other drug use-related problem caused by alcohol, gambling, either a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and plans, including the City’s Employee Assistance Program (Article 7.14)Program. The Department will take the necessary steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. . C. As used in this Article, the term “"voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • : 1. On their his or her own initiative; • ; 2. At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction use of prescription or use problemover-the-counter medication; and • and 3. That no acts or omissions by the employee and related to the addiction use of prescription or use problem over-the-counter medication involves any criminality on the part of the employee. D. During the term of this MOU, the Association and Management agree to negotiate a Substance Abuse Testing Program which shall apply to all Unit members.

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s 's background are conducted to ensure that the candidate’s 's profile is of an individual worthy of the public’s 's trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees of the Police Department must be willing to accept a random urinalysis program as yet another test in which the police officer is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-use- related problem caused by alcohol, gambling, a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Employee Assistance Program (Article 7.14). The Department will take steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Article, the term “voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • On their his or her own initiative; • At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction or use problem; and • That no acts or omissions by the employee related to the addiction or use problem involves any criminality on the part of the employee.

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s background are conducted to ensure that the candidate’s profile is of an individual worthy of the public’s trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees members of the Police Department Harbor Peace Officers Unit must be willing to accept a random urinalysis drug test program as yet another test in which the police officer employee is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-drug use- related problem caused by alcohol, gambling, either a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication medication, will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Harbor Department’s Employee Assistance Program (Article 7.14)Program. The Department will take the necessary steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Article, the term “voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • On their his or her own initiative; • At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction use of prescription or use problemover-the-counter medication; and • That no acts or omissions by the employee and related to the addiction use of prescription or use problem over-the-counter medication involves any criminality on the part of the employee. During the term of this MOU, the Harbor Department and the Association agree to negotiate a Substance Abuse Testing Program which shall apply to all unit members.

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s 's background are conducted to ensure that the candidate’s 's profile is of an individual worthy of the public’s 's trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees of the Police Department must be willing to accept a random urinalysis program as yet another test in which the police officer is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-use- related problem caused by alcohol, gambling, a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Employee Assistance Program (Article 7.14). The Department will take steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Article, the term “"voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • On their his or her own initiative; • At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction or use problem; and • That no acts or omissions by the employee related to the addiction or use problem involves any criminality on the part of the employee.

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s 's background are conducted to ensure that the candidate’s 's profile is of an individual worthy of the public’s 's trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees of the Police Department must be willing to accept a random urinalysis program as yet another test in which the police officer is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-use- related problem problems caused by alcohol, gambling, a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Employee Assistance Program (Article 7.14). The Department will take steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Article, the term “voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • On their his or her own initiative; • At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction or use problemproblem ; and • That no acts or omissions by the employee related to the addiction or use problem involves any criminality on the part of the employee.

A DRUG-FREE WORK PLACE. ‌ A. The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police peace officer applicant’s background are conducted to ensure that the candidate’s profile is of an individual worthy of the public’s trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are will be disciplined or even terminated when appropriate. All employees of the Police Department Unit members must be willing to accept a random urinalysis drug test program as yet another a test in which the police officer employee is held to a higher standard than others in society. . B. An employee who voluntarily apprises the Department of an addiction or other drug use-related problem caused by alcohol, gambling, either a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and plans, including the City’s Employee Assistance Program (Article 7.14)Program. The Department will take the necessary steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. . C. As used in this Article, the term “"voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • : 1. On their his or her own initiative; • ; 2. At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction use of prescription or use problemover-the-counter medication; and • That and, 3. If no acts or omissions by the employee and related to the addiction use of prescription or use problem over-the-counter medication involves any criminality on the part of the employee. D. During the term of this MOU, the Association and Management agree to negotiate a Substance Abuse Testing Program which shall apply to all Unit members.

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s 's background are conducted to ensure that the candidate’s 's profile is of an individual worthy of the public’s 's trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees of the Police Department must be willing to accept a random urinalysis drug test program as yet another test in which the police officer is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-related problem caused by alcohol, gambling, a valid prescription prescribed for the employee (excluding marijuana) ), or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Employee Assistance Program (Article 7.146.14). The Department will take steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Articlearticle, the term “voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • On their his or her own initiative; • At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction or use problem; and • That no acts or omissions by the employee related to the addiction or use problem involves any criminality on the part of the employee.

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s 's background are conducted to ensure that the candidate’s 's profile is of an individual worthy of the public’s 's trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees members of the Police Department must be willing to accept a random urinalysis program as yet another test in which the police officer is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-related problem problems caused by alcohol, gambling, either a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Employee Assistance Program (Article 7.14). The Department will take steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Article, the term “voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: •  On their his or her own initiative; •  At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction use of prescription or use problemover-the-counter medication; and •  That no acts or omissions by the employee and related to the addiction use of prescription or use problem over-the-counter medication involves any criminality on the part of the employee.

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s 's background are conducted to ensure that the candidate’s 's profile is of an individual worthy of the public’s 's trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees of the Police Department must be willing to accept a random urinalysis program as yet another test in which the police officer is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-related problem caused by alcohol, gambling, a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Employee Assistance Program (Article 7.14). The Department will take steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Article, the term “voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • On their his or her own initiative; • At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction or use problem; and • That no acts or omissions by the employee related to the addiction or use problem involves any criminality on the part of the employee.

A DRUG-FREE WORK PLACE. ‌ The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-employment investigations into every facet of a police applicant’s 's background are conducted to ensure that the candidate’s 's profile is of an individual worthy of the public’s 's trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are disciplined or even terminated when appropriate. All employees of the Police Department must be willing to accept a random urinalysis program as yet another test in which the police officer is held to a higher standard than others in society. An employee who voluntarily apprises the Department of an addiction or other use-related problem caused by alcohol, gambling, a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and the Employee Assistance Program (Article 7.14). The Department will take steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. As used in this Article, the term “"voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • On their his or her own initiative; • At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction or use problem; and • That no acts or omissions by the employee related to the addiction or use problem involves any criminality on the part of the employee.. MOU24-22

A DRUG-FREE WORK PLACE. ‌ A. The responsibilities inherent in the law enforcement profession require officers to undergo strict physical and psychological evaluations. Thorough pre-pre employment investigations into every facet of a police applicant’s background are conducted to ensure that the candidate’s profile is of an individual worthy of the public’s trust. Once employed, those individuals who fail to abide by the Law Enforcement Code of Ethics are will be disciplined or even terminated when appropriate. All employees of the Police Department Unit members must be willing to accept a random urinalysis drug test program as yet another test in which the police officer employee is held to a higher standard than others in society. . B. An employee who voluntarily apprises the Department of an addiction or other drug use-related problem caused by alcohol, gambling, either a valid prescription prescribed for the employee (excluding marijuana) or over-the-counter medication will be allowed to become involved in a rehabilitation program. Assistance is available through most City health plans and plans, including the City’s Employee Assistance Program (Article 7.14)Program. The Department will take the necessary steps necessary to ensure that this disclosure and participation in rehabilitation by the employee is kept confidential. The Department will cooperate with the employee’s participation in rehabilitation by allowing the employee to utilize sick leave or other available discretionary leave (i.e., accrued time off or vacation) as necessary. . C. As used in this Article, the term “"voluntarily apprises the Department” shall mean that the employee brought the matter to the attention of the Department: • : 1. On their his or her own initiative; • ; 2. At a point in time not in conjunction with a drug test and when no administrative investigation has been initiated by the Department concerning the employee’s addiction use of prescription or use problemover-the-counter medication; and • 20 MOU 30 2014 - 2018 3. That no acts or omissions by the employee and related to the addiction use of prescription or use problem over-the-counter medication involves any criminality on the part of the employee. D. During the term of this MOU, Management and the Association agree to negotiate a Substance Abuse Testing Program which shall apply to all Unit members.