Alcohol and Substance Policy Sample Clauses

Alcohol and Substance Policy. Voluntary use of alcohol or the illegal use of controlled substances (not in accordance with a physician's prescription while in the workplace) which causes intoxication, or impairment, poses a risk to the students, the Board, the employee, and other employees. Recognizing that alcohol and substance abuse may be an illness, it is both the Board and Association's goal to prevent and rehabilitate. All bargaining unit employees who have been convicted or found guilty by a court of possession or use of illegal drugs or use of a controlled substance not in accordance with a physician's prescription (on or off duty) will be subject to appropriate disciplinary action, up to and including termination. In case that an employee's conviction or verdict for possession or use of illegal drugs is overturned on appeal, the employee shall be reinstated without penalty. All bargaining unit employees who are found to be intoxicated or impaired on school premises will be subject to appropriate disciplinary action, up to and including termination. Employees who seek voluntary assistance may not be disciplined solely for seeking such assistance, and this information shall be maintained as confidential in accordance with federal law. Employees enrolled in alcohol or substance abuse program shall be subject to all Board rules and regulations of job performance standards with the understanding that an employee enrolled in such a program is receiving treatment for an illness. All bargaining unit employees will be informed of this policy and will be provided with information and inservice programs concerning the impact of the use of substances on job performance. Once an employee has gone through rehabilitation, the employee may be requested to submit to drug testing at the Board's expense for a period of up to five (5) years. An employee accused of being in violation of this provision shall be afforded due process.
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Related to Alcohol and Substance Policy

  • SUBSTANCE ABUSE POLICY 6.6.1. Labor and Management are committed to providing employees with a drug-free and alcohol-free workplace. It is the goal to protect the health and safety of employees and to promote a productive workplace, and protect the reputation of Labor and Management and the employees.

  • SUBSTANCE ABUSE The dangers and costs that alcohol and other chemical abuses can create in the electrical contracting industry in terms of safety and productivity are significant. The parties to this Agreement resolve to combat chemical abuse in any form and agree that, to be effective, programs to eliminate substance abuse and impairment should contain a strong rehabilitation component. The local parties recognize that the implementation of a drug and alcohol policy and program must be subject to all applicable federal, state, and local laws and regulations. Such policies and programs must also be administered in accordance with accepted scientific principles, and must incorporate procedural safeguards to ensure fairness in application and protection of legitimate interests of privacy and confidentiality. To provide a drug-free workforce for the Electrical Construction Industry, each IBEW local union and NECA chapter shall implement an area-wide Substance Abuse Testing Policy. The policy shall include minimum standards as required by the IBEW and NECA. Should any of the required minimum standards fail to comply with federal, state, and/or local laws and regulations, they shall be modified by the local union and chapter to meet the requirements of those laws and regulations.

  • Anti-­‐Abuse Policy i. Registry Operator’s Anti-­‐Abuse Policy will be required under the Registry Registrar Agreement and posted on the Registry Operator’s web site.

  • Alcohol Policy Residents are required to abide by all New York State and New York University regulations regarding the use of alcohol. In residence halls, persons under the age of 21 may not be in the presence of alcohol or alcoholic beverage containers. Students (including residents and non- residential students), and guests who are of legal drinking age (21 years of age or older) may possess and consume alcoholic beverages (referred herein “alcohol”) within NYU residence halls in accordance with the following:

  • Drug-Free Workplace Policy Consultant shall provide a drug-free workplace by complying with all provisions set forth in City’s Council Policy 100-5, attached hereto as Exhibit “D” and incorporated herein by reference. Consultant’s failure to conform to the requirements set forth in Council Policy 100-5 shall constitute a material breach of this Agreement and shall be cause for immediate termination of this Agreement by City.

  • Violence Policies and Procedures The Employer agrees to have in place explicit policies and procedures to deal with violence. The policy will address the prevention of violence, the management of violent situations, provision of legal counsel and support to employees who have faced violence. The policies and procedures shall be part of the employee's health and safety policy and written copies shall be provided to each employee. Prior to implementing any changes to these policies, the employer agrees to consult with the Association.

  • Environmental and Social Safeguards 1. The Project Implementing Entity shall ensure that the Project is carried out and implemented in accordance with the applicable provisions of the Environmental Management Plan.

  • Workplace Violence Prevention A. In order to provide a safe and healthy workplace for employees, the State agrees to develop and implement "Workplace Violence Prevention" policies and programs.

  • Substance Abuse Program The SFMTA General Manager or designee will manage all aspects of the FTA-mandated Substance Abuse Program. He/she shall have appointing and removal authority over all personnel working for the Substance Abuse Program personnel, and shall be responsible for the supervision of the SAP.

  • HIV/AIDS Model Workplace Guidelines Grantee will:

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