ALCOHOL AND DRUG POLICY. In an effort to improve safety and health, including elimination of the presence and influence of illegal substances and alcohol from the workplace, the parties hereto agree to the drug and alcohol testing program as set forth in Appendix "C" of this Agreement.
ALCOHOL AND DRUG POLICY. 7.5.1 The employee is not permitted to consume alcohol or drugs either prior to the commencement of work or whilst on duty at anytime.
7.5.2 In accordance with health and safety regulations, smoking and/or drinking of alcohol whilst travelling in company vehicles is prohibited.
7.5.3 Due to the nature of the work and the dangers affecting the work environment and work colleagues, the employer reserves the right to undertake random breathalyser testing for alcohol and random blood or urine testing to detect drugs which may be influencing the employee’s ability to perform his/her work duties satisfactorily.
7.5.4 Consequently any positive reading of either of the two tests may result in disciplinary action including summary dismissal in accordance with clause 15.3 (Termination without notice) of this Agreement.
7.5.5 An employee refusing such tests will be suspended immediately without pay in accordance with clause14.4 pending further disciplinary action.
ALCOHOL AND DRUG POLICY. In an effort to improve safety and health, including elimination of the presence and influence of illegal substances and alcohol from the workplace, all bargaining unit members who possess alcohol or drugs on the job site, except for medication prescribed by the employee’s physician or over the counter medication, and employees under the influence of alcohol and/or drugs during working hours shall be subject to disciplinary action, up to and including discharge, in accordance with the rules and regulations as established by the Employer. All bargaining unit members shall be subject to ongoing drug and alcohol screening tests. These chemical tests may be at random or may be implemented individually based upon the Employer’s reasonable suspicion that an employee is under the influence of drugs and/or alcohol during working hours. All random testing shall be done on a designated group or on a bargaining unit wide basis. All drug and/or alcohol screening tests shall be conducted by a physician or health care professional. Such testing shall be in accordance with accepted standards of conduct within the medical industry. In the event a preliminary test is positive for the presence of drugs and/or alcohol, a confirming test by an alternating scientific method shall be conducted. In the event the confirming test is positive, or in the event an employee refuses to submit to the drug and/or alcohol screening test, the following disciplinary action shall result:
(a) An employee who tests positive on the drug and/or alcohol screening tests, shall, on the first occurrence, be offered the opportunity to enter a rehabilitation or counseling program. The Employer shall compile a list of acceptable rehabilitation and counseling programs. The program selected, which shall be a bona fide rehabilitation or counseling program, shall be done by the individual employee and his counselor/physician. The cost of such program may be offset by the appropriate insurance program. If the employee enters and successfully completes such a program, his employment status shall not be affected and he shall be returned to a vacant position for which he is qualified.
(b) An employee who tests positive on the drug and/or alcohol screening test, shall, on the second offense, be discharged from employment with the Xxxxxx Harbor Area Schools. Provided however, the Board of Education shall retain the right to impose a lesser form of discipline, if in its sole judgment, such action is warranted.
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ALCOHOL AND DRUG POLICY. 7.5.1 Due to the nature of the work and the dangers affecting the work environment and work colleagues, the employee is not permitted to consume alcohol, or consume or possess non-prescribed drugs within the workplace except for training purposes during authorised training programs.
7.5.2 Prior to commencing work, an employee, who may be under the influence of drugs (prescribed or non- prescribed), alcohol, or any other substance which may affect his/her ability to satisfactorily perform duties, is required to inform the manager on duty.
7.5.3 Should an employee appear to be under the influence of alcohol or drugs within the workplace, the employer reserves the right to undertake breathalyser testing by an authorised medical practitioner for alcohol, blood, saliva or urine testing to detect drugs which may be influencing the employee’s ability to perform his/her work duties satisfactorily.
7.5.4 Consequently any positive reading of either of the two tests described in Clause 7.5.3 may result in disciplinary action including summary dismissal in accordance with clause 14.3 (Termination without notice) of this Agreement.
7.5.5 An employee refusing such tests will be suspended immediately without pay in accordance with clause 13.4 pending further disciplinary action.
ALCOHOL AND DRUG POLICY. Violation of the following policy shall be a breach of this Contract, entitling the University to exercise its rights and remedies set forth in Section “J” above, and in the University's discretion shall also be grounds for disciplinary action in accordance with University policy, which may include without limitation, suspension or expulsion from the University.
ALCOHOL AND DRUG POLICY. Possession, sale, purchase or transfer of alcohol, prescription drugs not medically authorized, or illegal substances or narcotics on Employer property or during working time will be cause for disciplinary action up to and including dismissal. Reporting to work with alcohol, illegal substances, narcotics or prescription drugs in an employee's system, which have not been medically authorized, constitutes grounds for disciplinary action up to and including dismissal. If the Employer has reasonable cause to believe an employee is impaired while they are working, the employee may be requested to submit to a testing procedure to determine the presence of those substances in their system. If the results indicate the presence of substances which impairs the employee’s ability to safely perform their job they may be subject to disciplinary action up to and including dismissal. If an employee refuses to submit to the test, then they may be subject to disciplinary action up to and including dismissal. All employees are required to notify the Human Resources Administrator in the Franklin County Human Resources Department within five (5) days of any criminal drug conviction where the violation occurred in the workplace.
ALCOHOL AND DRUG POLICY. 2 A. COUNTY agrees to establish and implement an alcohol and drug program 3 that complies with 41 U.S.C sections 701 -707, (the Drug Free Workplace 4 Act of 1988), which is attached to this Agreement as Attachment G, and 5 produce any documentation necessary to establish its compliance with 6 sections 701-707.
7 B. Failure to comply with this Article may result in nonpayment or termination of 8 this Agreement.
ALCOHOL AND DRUG POLICY. Beer kegs, beer balls, drugs, loud noise and unruly parties are not permitted on this property at any time; any violation is grounds for an eviction. No underage drinking permitted. There shall be no drugs or drug paraphernalia on the premises or in the apartments or anywhere on the property. Violations of any village, state, or federal laws, or codes, are prohibited. A violation of this policy is considered a breach of the student housing contract. Violation notices and fines may be applied to offenders.
ALCOHOL AND DRUG POLICY. Employer is covered by the Drug-Free Workplace Act of 1988 (public law 100-690, 54 Fed. Reg. 4951). The parties hereto agree that this Article 37 entitled "Alcohol and Drug Policy" will be part of the Agreement Between Xxxxx Metropolitan Housing Authority and Communications Workers of America (CWA), AFL-CIO. References to "you" refer to the Employee or Employees. References to "we" or "our" refer to the Employer
37.1. Purpose and Goals. Employees are our most valuable resource and their health and safety is, therefore, a serious concern. Substance abuse hurts job performance through increased absenteeism, lower job efficiency and increased accident rates. Employer will not tolerate the use of drugs or alcohol which could imperil the health and well-being of its Employees or its reputation. We are committed to maintaining a safe and healthy workplace, free from the influence of drugs and alcohol.
37.2. What is Prohibited? The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance or alcohol is prohibited in the Employer workplace. In addition, reporting to a workplace under the influence of a controlled substance or alcohol is prohibited by this Policy and Employer work rules.
37.3. What Action Will be Taken if This Policy is Violated? (a) Violation of this Policy will result in immediate discipline ranging from a written reprimand to immediate dismissal depending upon the severity of the offense.
ALCOHOL AND DRUG POLICY. Failure to report a suspension of the Employee's driver’s license to the Executive Director upon the first scheduled day of work after the date the Employee knew or should have known of the suspension. Violation of Group 1 work rules may result in the following disciplinary action: First Offense - Suspension or termination. Second Offense - Termination. GROUP 2 - SERIOUS OFFENSES (2a) Repeated (three or more times) tardiness; Reporting to the job site or assignment unreasonably late or leaving work or job assignment early without authorization.
