All Employees. Reasonable suspicion testing for alcohol or controlled substances may be directed by the University for any employee when there is reason to suspect that alcohol or controlled substance use may be adversely affecting the employee’s job performance or that the employee may present a danger to the physical safety of the employee or another. Specific objective grounds must be stated in writing that support the reasonable suspicion. Examples of specific objective grounds include but are not limited to: a. Physical symptoms consistent with controlled substance and/or alcohol use; b. Evidence or observation of controlled substance or alcohol use, possession, sale, or delivery; or c. The occurrence of an accident(s) where a trained manager, supervisor or lead worker suspects controlled substance/alcohol use may have been a factor.
Appears in 12 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
