Common use of ALCOHOL AND NON-PRESCRIPTION DRUGS Clause in Contracts

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “Non-prescription drugs” shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Provision for employee drug or alcohol testing will be outlined in Employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall consist of, but not limited to, pre-employment, random and reasonable cause. Reasonable cause shall include for example, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an accident, injury or unsafe act. Employees refusing to consent to testing shall be deemed to have voluntarily quit. C. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testing. E. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelines. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “Any employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. "Non-prescription drugs” " shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose of verifying compliance with this provision, when required by the Employer Employer, at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee drug or alcohol testing will be outlined in Employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall consist of, but not be limited to, to pre-employment, random and random, reasonable cause. Reasonable cause shall include for example/suspicion, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an post-accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis analyses shall be certified by the Department of Health and Human Services and/or the Substance Abuse and Mental Health Services Administration, hereinafter referred to as SAMHSA, formerly known as the National Institute of Drug Abuse (NIDA) approved). D. Section 4. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse Department of Health and Mental Health Human Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and/or the SAMHSA and shall be in compliance with all state and federal laws regarding alcohol-/drug testing. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesSAMHSA. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “NonAny employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. "Nonprescription drugs” " shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee name Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee Employee drug or alcohol testing will be outlined in Employer employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall may consist of, but not limited to, pre-employment, random and random, reasonable cause/suspicion, post-accident, injury or unsafe act. Any random testing conducted shall utilize a computerize software program capable of blindly selecting employees by the random selection of their social security numbers. Reasonable cause shall include include, for example, but is not limited to, visible impairment, possession, reports of on or off• duty use, prior detection and rehabilitation, or involvement in an accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse and Mental Health Service Administration (SAMHSA) and shall be in compliance with all state and federal laws regarding alcohol/drug testing. Section 4. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Service Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testingapproved. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future conform to current SAMHSA guidelinesregulations. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “NonAny employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. "Non• prescription drugs” " shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee Employee drug or alcohol testing will be outlined in Employer employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall may consist of, but not limited to, pre-employment, random and random, reasonable cause/suspicion, post-accident, injury or unsafe act. Any random testing conducted shall utilize a computerized software program capable of blindly selecting employees by the random selection of their social security numbers. Reasonable cause shall include include, for example, but is not limited to, visible impairment, possession, reports of on on- or off• duty use, prior detection and rehabilitation, or involvement in an accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse and Mental Health Service Administration (SAMHSA) and shall be in compliance with all applicable state and federal laws regarding alcohol/drug testing. Section 4. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Service Administration (hereinafter, SAMHSA, formerly known as SIDASAMSHA) and shall be in compliance with all state and federal laws regarding alcohol-drug testingapproved. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesSubstance Abuse and Mental Health Service Administration (SAMHSA) direction. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's ’s property, site of construction or during the working hours regardless of the location shall be grounds for termination. Any employee who reports to work under the influence of alcohol or non- prescription drugs shall be subject to termination. “Non-prescription drugs” shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee drug or alcohol testing will be outlined in Employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall consist of, but not be limited to, to pre-employment, random and random, reasonable cause. Reasonable cause shall include for example/suspicion, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an post- accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Department of Health and Human Services and/or the Substance Abuse and Mental Health Services Administration (hereinafter referred to as SAMHSA, formerly known as the National Institute of Drug Abuse [NIDA]). Section 4. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis analyses shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) approvedSAMHSA. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testing. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesdirection. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location site shall be grounds for termination, Any employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. “"Non-prescription drugs” " shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee drug or alcohol testing will be outlined in Employer policy and procedures or as required in documentation by Project Ownersproject owners. Drug and alcohol testing shall consist of, but not limited to, pre-employment, random and random, reasonable cause. Reasonable cause shall include for example/suspicion, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an post-accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quitquit Random Drug Test Section 3. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse and Mental Health Service Administration (SAMHSA) and shall be in compliance with all Department of Transportation, state and federal laws regarding alcohol/drug testing. C. Section 4. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) SAMHSA approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testing. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine)morphine Section 6. The testing laboratory shall first use an initial immunoassay screen to analyze the urine specimen. Positive results will be retested using the gas chromatography/mass spectrometry screen. If the results are positive again, phencyclidine the Medical Review Officer (PCP), MRO) will give the employee tested an opportunity to discuss the results and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesprovide documentation of legally prescribed medication. F. Section 7. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should site must report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Section 8. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, or as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random follow-up drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Section 9. Termination under this provision, provision including the circumstances surrounding the conduct of the drug or alcohol test, test shall be fully subject to the grievance and arbitration provisions Disputes provision (ARTICLE 14) of this contractagreement.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location site shall be grounds for termination, Any employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. “"Non-prescription drugs” " shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee drug or alcohol testing will be outlined in Employer policy and procedures or as required in documentation by Project Ownersproject owners. Drug and alcohol testing shall consist of, but not limited to, pre-employment, random and random, reasonable cause. Reasonable cause shall include for example/suspicion, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an post-accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. All employees covered by this policy shall be included as part of the Drug Test consortium group from which the Medical Review Officer (MRO) will randomly select, by a computer-generated selection by employee's social security number, the employees to be tested each period. On a periodic basis during the construction season the MRO will select randomly a number of names (that on an annual basis will equal the percentage required by Employer policy) for random drug testing that month. Names selected will be forwarded to each Employer who will notify their employees selected to be tested. The Employer will be given a date before which the individual must be tested. The persons to be tested shall not be informed before actual test is to be performed. C. Section 3. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse and Mental Health Service Administration (SAMHSA) and shall be in compliance with all Department of Transportation, state and federal laws regarding alcohol/drug testing. Section 4. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) SAMHSA approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testing. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine), ) phencyclidine (PCP), ) and amphetamines (amphetamines, methamphetamine) , or other drugs that may be specified by future SAMHSA guidelinesdirection. F. Section 6. The testing laboratory shall first use an initial immunoassay screen to analyze the urine specimen. Positive results will be retested using the gas chromatography/mass spectrometry screen. If the results are positive again, the Medical Review Officer (MRO) will give the employee tested an opportunity to discuss the results and provide documentation of legally prescribed medication. Section 7. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should site must report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Section 8. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, or as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random follow-up drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Section 9. Termination under this provision, provision including the circumstances surrounding the conduct of the drug or alcohol test, test shall be fully subject to the grievance and arbitration provisions Disputes provision (ARTICLE 14) of this contractagreement.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Possession, sale or use of alcohol or non-prescription drugs on the Employer's ’s property, site of construction or during the working hours regardless of the location shall be grounds for termination. Any employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. “Non-prescription drugs” shall be defined as drugs drugs, which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Provision for employee Employee drug or alcohol testing will be outlined in Employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall may consist of, but is not limited to, pre-employment, random and random, reasonable cause/suspicion, post-accident, injury or unsafe act. Any random testing conducted shall utilize a software program capable of blindly selecting employees by the random selection of their social security numbers. Reasonable cause shall include include, for example, but is not limited to, visible impairment, possession, reports of on or off-duty use, prior detection and rehabilitation, or involvement in an accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. . All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse and Mental Health Services Administration (SAMHSA) and shall be in compliance with all state and federal laws regarding alcohol/drug testing. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis analyses shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testing. E. approved. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates opiates, (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesSubstance Abuse and Mental Health Services Administration (SAMHSA) direction. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's ’s property, site of construction or during the working hours regardless of the location shall be grounds for termination. Any employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. “Non-prescription drugs” shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee Employee drug or alcohol testing will be outlined in Employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall may consist of, but not limited to, pre-employment, random and random, reasonable cause/suspicion, post-accident, injury or unsafe act. Any random testing conducted shall utilize a computerized software program capable of blindly selecting employees by the random selection of their social security numbers. Reasonable cause shall include include, for example, but is not limited to, visible impairment, possession, reports of on or off-duty use, prior detection and rehabilitation, or involvement in an accident, injury or unsafe act, Section 3. Employees refusing to consent to testing shall be deemed to have voluntarily quit. C. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis analyses shall be certified by the Department of Health and Human Services and/or National Institute of Drug Substance Abuse and Mental Health Services Administration (NIDASAMHSA) approved. D. Section 4. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-/drug testing. E. All Section 5. The drug screening tests shall be capable of identifying marijuana, cocaine, opiates opiates, (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesSubstance Abuse and Mental Health Services Administration (SAMHSA) direction. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “NonAny employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. "Nonprescription drugs” " shall be defined as drugs which that cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee Employee drug or alcohol testing will be as outlined in the Substance Abuse Testing Program Policy as outlined in Addendum B, or individual Employer policy policies and procedures procedures, or as required in documentation by Project Owners. Drug and alcohol testing shall consist of, but not be limited to, : pre-employment, random and random, reasonable cause. Reasonable cause shall include for example/suspicion, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an post-accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. All drug and/or alcohol testing shall follow the procedures or future Section 4. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance theSubstance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testing). E. All Section 5. Ali drug screening tests shall be capable of identifying marijuana, cocaine, opiates opiates, (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesSubstance Abuse and Mental Health Services Administration (SAMHSA) direction. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “NonAny employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. "Non- prescription drugs” " shall be defined as drugs which that cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee Employee drug or alcohol testing will be as outlined in the Substance Abuse Testing Program Policy as outlined in Addendum B, or individual Employer policy policies and procedures procedures, or as required in documentation by Project Owners. Drug and alcohol testing shall consist of, but not be limited to, : pre-employment, random and random, reasonable cause. Reasonable cause shall include for example/suspicion, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an post-accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse and Mental Health Services Administration (SAMHSA) and shall be in compliance with all state and federal laws regarding alcohol/drug testing. Section 4. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testing). E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates opiates, (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesSubstance Abuse and Mental Health Services Administration (SAMHSA) direction. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “NonAny employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. "Nonprescription drugs” " shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee name Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee Employee drug or alcohol testing will be outlined in Employer employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall may consist of, but not limited to, pre-employment, random and random, reasonable cause/suspicion, post-accident, injury or unsafe act. Any random testing conducted shall utilize a computerize software program capable of blindly selecting employees by the random selection of their social security numbers. Reasonable cause shall include include, for example, but is not limited to, visible impairment, possession, reports of on or off- duty use, prior detection and rehabilitation, or involvement in an accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily voluntari ly quit. C. Section 3. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse and Mental Health Service Administration (SAMHSA) and shall be in compliance with all state and federal laws regarding alcohol/drug testing. Section 4. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Service Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testingapproved. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future conform to current SAMHSA guidelinesregulations. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “NonAny employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. “Nonprescription drugs” shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee drug or alcohol testing will be outlined in Employer policy and procedures or as required in documentation by Project Ownersproject owners. Drug and alcohol testing shall consist of, but not limited to, of pre-employment, random and reasonable cause. Reasonable cause shall include for example/suspicion, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an post-accident, injury or unsafe actact or other testing required by owner. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA. formerly known as the National Institute of Drug Abuse ([NIDA]) approved. D. Section 4. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-/drug testing. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine), phencyclidine (PCP), ) and amphetamines (amphetamines, methamphetaminemethamphetamines) or other drugs that may be specified by future SAMHSA Substance Abuse and Mental Health Services Administration (SAMHSA, formerly known as NIDA) guidelines. F. Section 6. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Section 7. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) 30 days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (cC) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. The following drug screening levels are applicable to this Section. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale sale, or use of alcohol or non-prescription drugs on the Employer's property, site of construction construction, or during the working hours regardless of the location shall be grounds for termination. “Any employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. "Non-prescription drugs” " shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose of verifying compliance with this provision, when required by the Employer at the expense of the Employerthis Section 2. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Provision for employee drug or alcohol testing will be outlined in Employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall consist of, but not be limited to, to pre-employment, random and random, reasonable cause. Reasonable cause shall include for example/suspicion, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an post-accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis analyses shall be certified by the Department of Health and Human Services and/or the Substance Abuse and Mental Health Services Administration, hereinafter referred to as SAMHSA, formerly known as the National Institute of Drug Abuse (NIDA) approved). D. Section 4. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse Department of Health and Mental Health Human Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and/or the SAMHSA and shall be in compliance with all state and federal laws regarding alcohol-/drug testing. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine opiates(morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesSAMHSA. F. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “Non-Any Employee who reports to work under the influence of alcohol or nonprescription drugs shall be subject to termination. "Non- prescription drugs” " shall be defined as drugs drugs, which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee Employee drug or alcohol testing will be outlined in Employer policy and procedures procedure or as required in documentation by Project Owners. Drug and alcohol testing shall consist of, but not limited to, pre-employment, random and reasonable cause. Reasonable cause shall include for example, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an accident, injury or unsafe act. act Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Substance Abuse (and Mental Health Services; hereinafter, SAMHSA, formerly known as NIDA) approved. D. Section 4. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) SAMHSA and shall be in compliance with all state State and federal Federal laws regarding alcohol-/drug testing. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates opiates, (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetaminemethamphetamines) or other drugs that may be specified by future SAMHSA current Substance Abuse and Mental Health Services Administration guidelines. F. Section 6. Employees taking prescription medication medication, which according to their physician has physical or mental side effects effects, which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Section 7. Any employee with test results of negative shall be by compensated for all hours lost. If an employee Employee has a confirmed positive test, (s)he he will be: (a) suspended without pay up to thirty (30) 30 days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including Section 8. Concentrations of a drug at or above the circumstances surrounding the conduct of the drug or alcohol test, following levels shall be fully subject to considered a positive test result when using the grievance and arbitration provisions of this contractinitial immunoassay drug-screening test: 1. Delta-9-tetrahydrocannainol-9carboxylic acid (THCA).

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “Non-Any Employee who reports to work under the influence of alcohol or nonprescription drugs shall be subject to termination. "Non- prescription drugs” " shall be defined as drugs drugs, which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee Employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Section 2. Provision for employee Employee drug or alcohol testing will be outlined in Employer policy and procedures procedure or as required in documentation by Project Owners. Drug and alcohol testing shall consist of, but not limited to, pre-employment, random and reasonable cause. Reasonable cause shall include for example, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an accident, injury or unsafe act. act Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis shall be certified by the Department of Health and Human Services and/or National Institute of Drug Substance Abuse (and Mental Health Services; hereinafter, SAMHSA, formerly known as NIDA) approved. D. Section 4. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) SAMHSA and shall be in compliance with all state State and federal Federal laws regarding alcohol-/drug testing. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates opiates, (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetaminemethamphetamines) or other drugs that may be specified by future SAMHSA current Substance Abuse and Mental Health Services Administration guidelines. F. Section 6. Employees taking prescription medication medication, which according to their physician has physical or mental side effects effects, which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Section 7. Any employee with test results of negative shall be by compensated for all hours lost. If an employee Employee has a confirmed positive test, (s)he he will be: (a) suspended without pay up to thirty (30) 30 days, as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including Section 8. Concentrations of a drug at or above the circumstances surrounding the conduct of the drug or alcohol test, following levels shall be fully subject to considered a positive test result when using the grievance and arbitration provisions of this contract.initial immunoassay drug-screening test:

ALCOHOL AND NON-PRESCRIPTION DRUGS. A. Section 1. Possession, sale or use of alcohol or non-prescription drugs on the Employer's property, site of construction or during the working hours regardless of the location shall be grounds for termination. “NonAny employee who reports to work under the influence of alcohol or non-prescription drugs shall be subject to termination. "Non- prescription drugs” " shall be defined as drugs which cannot be legally dispensed without a prescription and are not covered by a current valid prescription endorsed by a qualified physician for use by named employee in question. Employees working under this Agreement shall be subject to all necessary diagnostic medical testing for purpose purposes of verifying compliance with this provision, when required by the Employer at the expense of the Employer. The Union shall be notified when any of its members are requested to submit to drug and/or alcohol testing. B. Provision Section 2. Provisions for employee drug or alcohol testing will be outlined in either the EBOLT Trust Agreement, Employer policy and procedures or as required in documentation by Project Owners. Drug and alcohol testing shall consist of, but not limited to, pre-employment, random and random, reasonable cause. Reasonable cause shall include for example/suspicion, but is not limited to, visible impairment, possession, reports of on duty use, prior detection and rehabilitation, or involvement in an post-accident, injury or unsafe act. Employees refusing to consent to such testing shall be deemed to have voluntarily quit. C. Section 3. All drug and/or alcohol testing shall follow the procedures or future revisions outlined by the Substance Abuse and Mental Health Services Administration (SAMHSA) and shall be in compliance with all state and federal laws regarding alcohol/drug testing. Section 4. Personnel utilized for testing will be certified as qualified to collect samples and adequately trained in collection procedures. The laboratory selected to conduct the analysis analyses shall be certified by the Department of Health and Human Services and/or National Institute of Drug Abuse (NIDA) approved. D. All drug and/or alcohol testing shall follow the procedures outlined by the Substance Abuse and Mental Health Services Administration (hereinafter, SAMHSA, formerly known as SIDA) and shall be in compliance with all state and federal laws regarding alcohol-drug testingapproved. E. Section 5. All drug screening tests shall be capable of identifying marijuana, cocaine, opiates (morphine & codeine), phencyclidine (PCP), and amphetamines (amphetamines, methamphetamine) or other drugs that may be specified by future SAMHSA guidelinesSubstance Abuse and Mental Health Services Administration (SAMHSA) direction. F. Section 6. Test Results: Concentrations of a drug at or above the following levels shall be considered a positive test result when using the initial immunoassay drug screening test: INITIAL TEST Level-Nanogram/Milliliter (hereinafter referred to as ng/ml). Marijuana metabolite 50 Cocaine metabolite 150 Opiate metabolite *2000 Acetylmorphine 10 Phencyclidine 25 Amphetamine 500 *25 ng/ml if immunoassay-specific for free morphine Concentration of a drug at or above the following levels shall be considered a positive test result when performing a confirmatory Gas Chromatography/Mass Spectophotomotry test on a urine specimen that tested positive using a technologically different initial screening method: CONFIRMATORY TEST LEVEL (ng/ml) Marijuana metabolite *15 Cocaine metabolite **100 Opiates: Morphine ***2000 Codeine ***2000 Acetylmorphine 10 Phencyclidine 25 Amphetamines: Amphetamines 250 Methamphetamine 250 *Delta-9-tetrahydrocannabinol-9-carboxylic acid **Bezoylecgonine ***25 ng/ml if immunoassay-specific for free morphine Alcohol test levels at or above .04 shall be considered a positive test for safety- sensitive equipment. Section 7. Employees taking prescription medication which according to their physician has physical or mental side effects which could cause impairment on the job site, should report the medication to site supervision. Employees who report use of lawful medication as described above shall not be disciplined for use of same. G. Section 8. Any employee with test results of negative shall be compensated for all hours lost. If an employee has a confirmed positive test, (s)he will be: (a) suspended without pay up to thirty (30) days, or as determined by established company policy, (b) mandatory enrollment in a certified rehabilitation program, at employee's own expense, and successful completion, (c) and agree to periodic random follow-up drug testing for up to two (2) years after successful completion of rehabilitation program. A second positive test or refusal to participate in a certified rehabilitation program after the first positive test shall result in termination of employment. H. Termination under this provision, including the circumstances surrounding the conduct of the drug or alcohol test, shall be fully subject to the grievance and arbitration provisions of this contract.two