ALCOHOL AND DRUG ABUSE POLICY.
Section 1. The Employer and the Union recognize that they must endeavor to provide safe and efficient operations for the protection and benefit of the general public and the Employer’s guests and employees. As part of its efforts to achieve this goal, the Employer must require that the work is performed by employees who are not under the influence of illegal drugs or alcohol at work. For purposes of this Agreement, the term “drugs” shall include drugs and alcohol as appropriate.
Section 2. The parties hereby adopt and incorporate by reference the Post Accident Drug Testing Guidelines annexed to this Agreement as Appendix A.
ALCOHOL AND DRUG ABUSE POLICY. Section 1. The Employer and the Union recognize that they must endeavor to provide safe and efficient operations for the protection and benefit of the general public, and the Employer’s guests and employees. As part of its efforts to achieve this goal, the Employer must require that its work be performed by employees who are not under the influence of illegal drugs or alcohol at work. For purposes of this Agreement, the term "drugs" shall include drugs and alcohol, as appropriate.
Section 2. The parties hereby adopt and incorporate by reference the Drug/Alcohol Test Implementation Guidelines annexed to this Agreement as Appendix B.
ALCOHOL AND DRUG ABUSE POLICY. To assure worker fitness for duty and to protect employees, passengers, and the public from the risks posed by the use of alcohol and prohibited drugs, employees shall be comply with Administrative Policy IV-C-8 “Alcohol and Drug Abuse Policy.” (April 1992 MOU, Revised February 1, 2017)
ALCOHOL AND DRUG ABUSE POLICY. 19.1 The Employer and the Union recognize that they must endeavor to provide safe and efficient operations for the protection and benefit of the general public, its clients, customers and employees. Work for the Employer must be performed by employees who do not use illegal drugs or misuse alcohol. Drugs are defined as any narcotics, depressants, stimulants, dangerous drugs or hallucinogenic drugs considered dangerous by the U.S. Dept. of Justice, Bureau of Narcotics and Dangerous Drugs. Employee’s prescription drugs are exempt.
19.2 The Employer may adopt a policy permitting testing for drug and/or alcohol use for probable cause, or as required by its clients and other third parties having jurisdiction over the facility or by applicable law.
ALCOHOL AND DRUG ABUSE POLICY. The County and the Union shall assemble an ad hoc committee to meet within forty-five (45) calendar days of approval of this Agreement to evaluate and recommend mutually agreeable revisions to this policy.
ALCOHOL AND DRUG ABUSE POLICY. The Board of Supervisors Policy C-10 was enacted to eliminate substance abuse and its effects in the workplace. The policy provides that employees shall not be under the influence of alcohol or drugs while on duty or on a standby or an on-call status; or consume alcohol or illicit drugs while on County property or at work locations or while on duty; or possess controlled substances or prescription drugs without a prescription while on duty. Employees shall not: manufacture, sell, provide, distribute, or dispense prescription drugs or controlled substances to any other employee or to any person while on duty unless authorized by law; or sell, provide, distribute, or dispense alcohol to any other employee while such employee is on duty. Employees are expected to be familiar with and comply with Policy C-10. For cause, management may condition further employment on successful passage of a drug or alcohol test.
ALCOHOL AND DRUG ABUSE POLICY. The Union and the Employer recognize and support that this Agreement contains a Drug and Alcohol Abuse Statement and Policy as set out in Appendix “C” attached and forming part of this Agreement.
ALCOHOL AND DRUG ABUSE POLICY. For purposes of this Agreement, the terms "drug" or "drug tests" shall include both drugs and alcohol, as appropriate. The terms of this provision have no application to an employee's voluntary utilization of the Employee Assistance Program.
SECTION 1. Bargaining unit employees will be subject to drug and alcohol testing under the following circumstances:
(a) Where there is an objective reasonable basis that an employee has an in- system presence of any illegal drug, controlled substance or alcohol, hereinafter referred to as "substances," while on duty or on Company property immediately preceding or following the work shift. For purposes of this Agreement, the terms "employee" or "bargaining unit employee" includes not only persons employed in positions covered by the Union collective bargaining agreement, but also persons being recalled into such positions.
(b) As part of a post-accident investigation in cases where:
1. The individual(s) subject to testing is directly linked to the accident.
2. The accident resulted in death, injury requiring medical treatment other than basic first aid, or property damage estimated to exceed $4,500.00. Testing associated with an accident will take place as soon as possible, under the circumstances.
(c) A government agency duly concerned with Xxxx Disney World Resort (i.e., Department of Transportation, etc.) advises the Company that employees in specified classifications will be required to undergo job certification physical examinations, including drug tests as a condition of future employment. In such instances, the Union shall be given immediate written notice of any such requirement or proposed requirement. Such testing shall be conducted in accordance with the government regulations and the procedures established by this Agreement and shall not commence until the Union and the Company have had a reasonable opportunity to discuss the impact of the government directive.
(d) All employees will be subject to random drug testing.
(e) Random testing as a part of follow-up rehabilitation supervised by Florida Psychiatric Association.
SECTION 2. An employee will not be tested under Section 1(a) above unless his/her actions and/or conduct or other related circumstances provide an objective reasonable basis to believe that the employee may have ingested drugs or alcohol and/or is suffering from impairment that will in some way adversely affect his/her alertness, coordination, reaction, response, safety, or the safety of othe...
ALCOHOL AND DRUG ABUSE POLICY. Section 1. The Employer and the Union recognize that they must endeavor to provide safe and efficient operations for the protection and benefit of the general public, and the Employer’s guests and employees. As part of its efforts to achieve this goal, the Employer must require that its work be performed by employees who are not under the influence of illegal drugs or alcohol at work. For purposes of this Agreement, the term "drugs" shall include drugs and alcohol, as appropriate.
Section 2. The Employer may implement a drug and alcohol testing policy, which includes testing for reasonable cause, testing in conjunction with an accident or injury, and pre- employment testing.
Section 3. Employees subjected to testing shall be compensated at their normal hourly rate for all hours spent in connection with testing. The Employer shall be responsible for the cost of testing.
ALCOHOL AND DRUG ABUSE POLICY. The District and the Union recognize that many areas of the District's operations involve hazardous work with the potential for personal injury or property damage and that all areas involve directly or indirectly the public at large. Therefore, it must endeavor to provide safe and efficient operations for the protection and benefit of the general public, its customers and its employees. Accordingly, the District and Union agree to a zero- tolerance Policy concerning on or off-duty use of illegal drugs, abuse of controlled substances on or off-duty, and/or reporting to work or working impaired or under the influence of alcohol or drugs as defined below. As part of its efforts to achieve that goal, it must require that its work be performed by employees who do not use illegal drugs or misuse controlled substances and/or alcohol as follows:
