Common use of ALCOHOL/DRUG STANDARDS Clause in Contracts

ALCOHOL/DRUG STANDARDS. Section 21.1. Drug/alcohol testing may be conducted on employees at times of pre-employment or upon reasonable suspicion or on a random basis (for safety-sensitive positions) after employment. Reasonable suspicion that an employee used or is using a controlled substance or alcohol may be based upon, but not limited to: A. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; B. A pattern of abnormal conduct or erratic behavior, including abnormal leave patterns; C. Arrest or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking; D. Evidence that an employee has tampered with a previous drug test; E. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. Section 21.2. This testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug screening or testing be released to a third party for the use in a criminal prosecution against the affected employee. The following procedure shall not preclude the Employer from other administrative action but such actions shall not be based solely upon the test results. Refusal to

ALCOHOL/DRUG STANDARDS. Section 21.1. Drug/alcohol testing may be conducted on employees at times of pre-employment or upon reasonable suspicion or on a random basis (for safety-sensitive positions) after employment, or upon reasonable suspicion. Reasonable suspicion that an employee used or is using a controlled substance substances or alcohol may be based upon, but not limited to: A. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; B. A pattern of abnormal conduct or erratic behavior, including abnormal leave patterns;: C. Arrest X. Xxxxxx or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking; D. Evidence that an employee has tampered with a previous drug test; E. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. Section 21.2. This testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug screening or testing be released to a third party for the use in a criminal prosecution against the affected employee. The following procedure shall not preclude the Employer from other administrative action but such actions shall not be based solely upon the test results. Refusal toto submit to the testing provided for under this Agreement may be grounds for discipline, up to and including termination.

ALCOHOL/DRUG STANDARDS. Section 21.1. Drug/alcohol testing may be conducted on employees at times of pre-employment or upon reasonable suspicion or on a random basis (for safety-sensitive positions) after employment, or upon reasonable suspicion. Reasonable suspicion that an employee used or is using a controlled substance or alcohol may be based upon, but not limited to: A. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; B. A pattern of abnormal conduct or erratic behavior, including abnormal leave patterns; C. Arrest X. Xxxxxx or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking; D. Evidence that an employee has tampered with a previous drug test; E. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. Section 21.2. This testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug screening or testing be released to a third party for the use in a criminal prosecution against the affected employee. The following procedure shall not preclude the Employer from other administrative action but such actions shall not be based solely upon the test results. Refusal toto submit to the testing provided for under this Agreement may be grounds for discipline, up to and including termination.

ALCOHOL/DRUG STANDARDS. Section 21.1. Drug/alcohol testing may be conducted on employees at times of pre-employment or upon reasonable suspicion or on a random basis (for safety-sensitive positions) after employment. Reasonable suspicion that an employee used or is using a controlled substance or alcohol may be based upon, but not limited to: A. Observable phenomena, such as direct observation of drug or alcohol use or possession and/or the physical symptoms of being under the influence of a drug or alcohol; B. A pattern of abnormal conduct or erratic behavior, including abnormal leave patterns; C. Arrest X. Xxxxxx or conviction for a drug or alcohol-related offense, or the identification of an employee as the focus of a criminal investigation into illegal drug or alcohol possession, use, or trafficking; D. Evidence that an employee has tampered with a previous drug test; E. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practice. Section 21.2. This testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug screening or testing be released to a third party for the use in a criminal prosecution against the affected employee. The following procedure shall not preclude the Employer from other administrative action but such actions shall not be based solely upon the test results. Refusal to