Alcohol and Drug Abuse. 1. In the event the Board should meet to modify its current policy pertaining to alcohol and drug use, the Board will consult with the Association prior to any such modification.
2. If, during the term of this Agreement, the Employer is required to implement alcohol and drug testing of bargaining unit members covered by The Omnibus Transportation Employee Testing Act of 1991, the District agrees that it will bargain with the Association relative to the procedures and protections necessary to implement said Act.
Alcohol and Drug Abuse. Introduction: The Union and the City hereby jointly express their commitment to a Drug-Free Workplace for the health and safety of employees and citizens of the City of Jacksonville. In accordance with this commitment, the parties support a policy of Zero Tolerance for Alcohol and Drug Abuse and further agree that employees violating this policy can and will be disciplined in accordance with JFRD Rules and Regulations.
Alcohol and Drug Abuse. Members of USA Gymnastics must ensure that the sport is conducted in an environment free of drug or alcohol abuse. It is inconsistent with this obligation for any Member to:
1. Use or provide to a third party any drug proscribed by applicable federal, state or municipal law.
2. Assist or condone any competing athlete's use of a drug banned by the International Olympic Committee, United States Olympic Committee, Federation Internationale de Gymnastique, World Anti-Doping Agency, United States Anti- Doping Agency, USA Gymnastics, or National Collegiate Athletic Association, or, in the case of athletes, to use such drugs or refuse to submit to properly conducted drug tests administered by any of those organizations.
3. Provide alcohol to, or condone the use of alcohol by, minors; abuse alcohol in the presence of athletes or at USA Gymnastics' activities; or consume alcoholic beverages while a minor.
Alcohol and Drug Abuse. The Association and the Board jointly recognize that alcoholism and drug abuse are illnesses and shall be treated as such. Sick leave may be used for treatment of alcoholism and drug abuse if the employee participates in a recognized and accepted program.
Alcohol and Drug Abuse. The Employer and the Union recognize that alcohol and drug abuse can have a serious negative impact on both the Employer and the Employee. The Employer agrees to accommodate an Employee to the point of undue hardship and to assist an Employee with alcohol and drug related problems to overcome their dependency, provided the Employee is willing to participate in the accommodation process as well.
Alcohol and Drug Abuse. An employee whose work performance may indicate the presence of a drug or alcohol problem may be directed to seek counseling and/or other assistance. No employee’s job security will be placed in jeopardy as a result of seeking corrective treatment or advice as long as the employee is following a prescribed program approved by the City. However, it is the responsibility of the employee to correct unsatisfactory work performance resulting from apparent substance abuse. Failure to take or continue corrective action may result in appropriate disciplinary action up to and including discharge.
Alcohol and Drug Abuse. The Employer agrees to refer difficult rehabilitation problems associated with alcohol and drug abuse to the Labour Management Committee for discussion and advice.
Alcohol and Drug Abuse. Mr. Xxxxxx Xxxxxx Directing Business Representative District Lodge 166 International Association of Machinists and Aerospace Workers P. O. Xxx 000 Xxxxxxx, XX 00000 Dear Xx. Xxxxxx: This is to confirm the understanding and agreement reached between Xxxxx & Xxxxxxx and IAM&AW Local 971 of the International Association of Machinists & Aerospace Workers (IAM&AW), concerning the Company's drug and alcohol policy and applicable Federal and State laws. Drug Free Workplace Both the Company and the Union recognize the danger of illegal or unauthorized substance and alcohol abuse to our employees, our customers and our product. Therefore, in our continuing commitment to maintain a substance free workplace it is agreed any employee who attempts to and/or sells illegal substances on Company premises shall be discharged. This disciplinary action must be "supported by substantial evidence on the record as a whole." It is further agreed any employees in possession or use, or under the influence of any illegal substances or alcohol on Company time or property shall be referred to the Employee Assistance Program for counseling. Failure to accept and comply with EAP's recommendations shall result in the employee's discharge. Additionally, if an employee is in possession or use of, or under the influence of an illegal substance or alcohol on Company time or premises a second time, he/she shall be discharged. This procedure does not alter current practices concerning "unfitness." With respect to disciplinary actions referenced under this Letter, all drug and alcohol tests will be removed from employee’s files after three years. FAA/DOT The Company will continue to maintain a drug-free workplace. The Company will also institute a random drug and alcohol testing program for those employees as specified in the drug and alcohol testing regulations of the Department of Transportation (DOT) (49 CFP part 40) and the Federal Aviation Administration (FAA) (14 CFR part 120). This program will conform to the applicable federal regulations dealing with mandatory drug and alcohol testing. The Company agrees to implement the drug and alcohol policy, and the parties agree that it is aligned with, mandated by, and complies with the above-stated federal regulations. The provisions of the policy, as well as any adverse actions taken against employees pursuant to the policy, shall be subject to review under the contractual grievance arbitration procedure. In the event of a verified positive dr...
Alcohol and Drug Abuse. 44 A. The district will only drug and alcohol test for pre-employment and upon reasonable suspicion. 45 However, the district may randomly test only safety sensitive positions as identified by law.
1 B. The parties’ primary concern is the education, safety, health and well being of students and
3 C. The employee may only seek a referral for diagnosis or treatment prior to reasonable suspicion, or 4 prior to identification to random drug testing. Such request shall not jeopardize his/her job rights or 5 job security and all requests will be handled in a confidential manner. However, failure to follow or 6 satisfactorily complete recommended treatment [according to conclusions submitted by the provider 7 to the District], shall be considered just cause for discharge, dismissal, or termination of 8 employment.
9 D. If the district takes any action regarding drug and alcohol abuse, the employee will be afforded the 10 right to have appropriate Española-NEA representative(s) present throughout the process.
Alcohol and Drug Abuse. 27.01 The Employer and the Union recognize that:
(a) Self abusive use of alcohol or drugs can result in physical and/or mental illness; and
(b) The effects of such abuse are conditions of an illness which is treatable
(a) It is agreed that if unacceptable job performance is clearly due to drug or alcohol abuse, the employee will be required to accept corrective treatment as a condition of continuing employment. Refusal to accept treatment or continued failure to respond to therapy will be handled in the same way that refusal or treatment failures are handled for other health problems, when such problems continue to have a detrimental effect upon job performance;
(b) Referral to the program, if voluntary or mandatory because of work performance, the case will be handled confidentially where needed, the Employer may grant a leave of absence of up to three (3) months without pay and without accumulation of seniority or any other seniority or any other remuneration benefit.
