Basis for Testing. The testing authorized under this policy shall be preceded by a determination by a supervisor that the conduct, behavior, demeanor or statements of the employee have given that supervisor “reasonable suspicion” that the employee has engaged in substance abuse.
Basis for Testing. A. Random drug testing-the Director of EMS shall determine the number of employees to be tested on an annual basis. Not more than 25% of employees shall be randomly selected per test. An independent testing agency shall select employees to be tested by a computer generated process not more than four times per year.
B. Reasonable suspicion testing - an employee may be required to undergo testing based on "reasonable suspicion". Reasonable suspicion shall mean when objective facts and observations are brought to the attention of a supervisor, based on the reliability and weight of such information, such that the supervisor can reasonably infer that, or suspect that, the employee is using illegal drugs, is abusing prescribed drugs, or is reporting for duty (or on duty) under the influence of alcohol or drugs. Reasonable suspicion must be supported by specific facts which may include, but are not limited to: the appearance, speech, behavior, body odors, of the employee; reports and observations of the employee's drug related activities, such as purchase, sale or possession of illegal drugs; association with known illegal drug dealers or users; observation of the employee at known illegal drug or suspected illegal drug related locations; an otherwise unexplained change in the employee's behavior or work performance; an observed impairment of the employee's ability to perform his or her duties. If the employee is ordered to undergo a reasonable suspicion drug and/or alcohol test he shall be given a brief verbal statement of the basis for the reasonable suspicion. A verbal directive to submit to such test shall be confirmed in writing, but the testing shall not be delayed pending the issuance of the written directive.
Basis for Testing. 6 1. All employees may be tested:
7 a. based on reasonable suspicion of being “under the influence” 8 of alcohol or prohibited drugs;
9 b. before returning to work after testing positive for being “under 10 the influence” of alcohol or drugs;
11 c. as part of a program of unannounced follow-up testing 12 provided for in a Last Chance Agreement.
13 2. An employee applying for a different County position will be subject 14 to testing on the same basis, and using the same procedures and methods, as outside 15 applicants.
16 3. Holders of Commercial Drivers Licenses (CDLs) and Bridge 17 Operators shall be subject to the testing requirements of federal law, in addition to the 18 requirements herein which apply to all employees. For example, unlike other employees, 19 CDL holders will be subject to legally required random testing and testing following certain 20 kinds of accidents.
Basis for Testing. Testing for evidence of substance abuse shall only be performed on the basis of probable cause or suspicion that an employee is under the influence of a controlled substance. A determination of influence must be established by a scientifically valid test. All determinations that an employee may be subject to a drug screen on the basis of reasonable suspicion shall first be referred to the Employer’s Area Operations Manager or a representative of the Employer’s Human Resources Department before such drug screening is conducted. Probable suspicion must be based on specific personal first hand observations that Employer representatives can describe regarding the appearance, behavior, speech or breathe odor of the employee. Such observations shall be corroborated by a second management representative. Supervisors who shall have responsibility for recommending that an employee be subject to a drug screen test because of probable cause shall have received training in substance abuse detection. Probable cause or suspicion may not be based solely on third party observations or reports.
Basis for Testing a) Testing shall be performed upon reasonable suspicion that an employee is using or is under the influence of illegal drugs or is reporting for duty under the influence of illegal drugs.
b) All employees shall be subject to random drug and alcohol testing as defined herein.
Basis for Testing. 15 1. All employees may be tested:
16 a. Based on reasonable suspicion of being “under the 17 influence” of alcohol or prohibited drugs;
18 b. Before returning to work after testing positive for 19 being “under the influence” of alcohol or drugs;
20 c. As part of a program of unannounced follow-up 21 testing provided for in a Last Chance Agreement.
22 2. An employee applying for a different County position will be 23 subject to testing on the same basis, and using the same procedures and 24 methods, as outside applicants.
25 3. Consistent with Federal law, employees in safety sensitive 26 positions, including but not limited to, holders of Commercial Drivers Licenses 27 (CDLs) and Bridge Operators, shall be subject to the testing requirements of 28 federal law, in addition to the requirements herein which apply to all employees. 29 For example, unlike other employees, employees in safety sensitive positions will 30 be subject to legally required random testing and testing following certain kinds of 31 accidents.
Basis for Testing. Employees may be tested for Alcohol and Drug related impairment, under any of the following conditions:
1. Where there is reasonable suspicion to believe that the employee is under the influence of, or their job performance is impaired by, either Alcohol or Drugs. Such reasonable suspicion must be based on objective facts or specific circumstances found to exist that present a reasonable basis to believe that the employee is under the influence of, or is using or abusing, Alcohol or Drugs. Examples of reasonable suspicion may include, but are not limited to, poor work performance, high level of sick time usage, unusual behavior or actions, involvement in an on-the-job accident resulting in personal injury or property damage, or involvement in a traffic accident while operating a City vehicle, where circumstances raise a question concerning the existence of Alcohol use or Drug abuse by the employee. The listing of these examples are not intended to exclude other situations that may give rise to reasonable suspicion of being under the influence of, or using or abusing, Alcohol or Drugs.
2. Where an employee is involved in a motor vehicle collision while driving a City-owned vehicle or while driving any vehicle in the course of performing his/her work duties.
3. After participation in an Alcohol or Drug abuse rehabilitation program, an employee shall be required to undergo three (3) urine tests, within the one (1) year period starting with the employee's completion of the program.
Basis for Testing. All employees may be tested:
Basis for Testing. 10 1. All employees may be tested:
11 a. Where objective and specific and observations have been 12 identified by a manager that has successfully completed the County’s drug and alcohol 13 training for supervisors and managers to establish reasonable suspicion of being “under 14 the influence” of alcohol or prohibited drugs;
15 b. before returning to work after testing positive for being “under 16 the influence” of alcohol or drugs;
17 c. as part of a program of unannounced follow-up testing 18 provided for in a Last Chance Agreement.
19 2. An employee applying for a different County position will be subject 20 to testing on the same basis, and using the same procedures and methods, as outside 21 applicants.
22 3. Consistent with Federal law, employees in safety sensitive positions, 23 including but not limited to holders of CDL’s and Bridge Operators, shall be subject to the 24 testing requirements of federal law, in addition to the requirements herein which apply to 25 all employees. For example, unlike other employees, employees in safety sensitive 26 positions will be subject to legally required random testing and testing following certain 27 kinds of accidents.
Basis for Testing. 1. All employees may be tested:
a. Based on reasonable suspicion of being "under the influence" of alcohol or prohibited drugs;
b. Before returning to work after testing positive for being "under the influence" of alcohol or drugs, or
c. As part of a program of unannounced follow-up testing provided for in a Last Chance Agreement.
2. An employee applying for a different County position will be subject to testing on the same basis, and using the same procedures and methods, as outside applicants.
