Company Drug & Alcohol Policy Sample Clauses

Company Drug & Alcohol Policy. Under no circumstances will any employee affected by alcohol and/or any other drug be permitted to work and/or operate any equipment on company projects. If an employee is affected by alcohol or any other drug and is sent home to recover he/she will not be paid for the lost time. The parties agree that no alcohol/drugs will be permitted on company projects.
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Company Drug & Alcohol Policy. The Company’s expectations in relation to Drugs and Alcohol are outlined in Company policy S-P07. Under no circumstances will any Employee affected by alcohol and/or affected by any other drug be permitted to work and/or operate any equipment on Company or customer sites. Employees accept that the Company, or the customer, may conduct random or ‘for-cause’ drug and alcohol tests from time to time. Employees will submit to such testing requests and if found in breach of appropriate limits, will be subject to the Company’s disciplinary policy. An Employee refusing to participate in a requested test will also be subject to the Company’s disciplinary policy. If an Employee is affected by alcohol or any other drug and is sent home to recover, they will not be paid for the lost time. Employees may not bring or consume alcohol or prohibited drugs on Company or customer sites. The only exception to this clause, as it relates to alcohol consumption, is for social events sanctioned by the relevant branch manager at the end of the working day and outside operational work areas. Company policy will apply to the conduct of such events.
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Company Drug & Alcohol Policy. The Company’s expectations in relation to Drugs and Alcohol are outlined in the Company policy. Under no circumstances will any Employee affected by alcohol and/or affected by any other drug be permitted to work and/or operate any equipment on Company or customer sites. Employees accept that the Company, or the customer, may conduct random or ‘for-cause’ drug and alcohol tests from time to time. Employees will submit to such testing requests and if found in breach of appropriate limits, will be subject to the Company’s disciplinary policy. An Employee refusing to participate in a requested test will also be subject to the Company’s disciplinary policy. If the result of a test conducted by the Company or a customer is non-negative for alcohol or an illicit drug, the Employee will be sent to a laboratory for further testing. If the result of the laboratory test is non-negative for alcohol or an illicit drug, the Employee will be required to take leave without pay for the remainder of the shift and will be transported home. The Employee will be suspended until they are fit to return to work, i.e. they are below the levels prescribed in AS/NZS 4308. Before returning to work, the Employee must organise for a test to be conducted, at their own expense, at a National Association of Testing Authorities (‘NATA’) approved laboratory. The results of the test must be provided to the Company before the Employee returns to work. Employees may not bring or consume alcohol or prohibited drugs on Company or customer sites. The only exception to this clause, as it relates to alcohol consumption, is for social events sanctioned by the relevant branch manager at the end of the working day and outside operational work areas. Company policy will apply to the conduct of such events.
Sample 1
Company Drug & Alcohol Policy. 60.1. Working under the influence of drugs, alcohol or any other substance that may impair an Employee’s work performance poses a serious risk to health and safety of the individual Employee as well as other people in the workplace. Therefore, for the wellbeing of everyone in the workplace, every Employee is required to obey the following: 60.1.1. Employees must present themselves to work free from the influences of drugs, alcohol or any other substance that may impair their work performance. The Company supports a zero tolerance of drugs and alcohol in the workplace. 60.1.2. Employees presenting themselves for duty showing sign of being affected by alcohol or drugs will not be permitted to work. 60.1.3. Any time lost because of an Employee either not being able to work or sent home to recover will not be paid. 60.1.4. Employees must not consume drugs or alcohol during work time, including rest breaks or whilst on Company property. 60.1.5. Employees must comply with the Company’s policies and procedures regarding drugs and alcohol, as amended from time to time. 60.2. The Company reserves its right to test Employees for compliance with this policy. This includes testing as pre-condition to employment, random checks, after a serious workplace incident and the case where a reasonable suspicion exists that an Employee may be intoxicated by drugs or alcohol. Employees acknowledge that the Company may test randomly for the presence of these substances via breath tests or by other means. Employees must be aware that a positive result above 0.0 may result in termination of employment.
Sample 1

Related to Company Drug & Alcohol Policy

  • Drug and Alcohol Policy 67.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time) contained in Appendix G. 67.2 The Employer may refer an Employee affected by drugs or alcohol to the services provided by Incolink.

  • Alcohol and Drug-Free Workplace City reserves the right to deny access to, or require Contractor to remove from, City facilities personnel of any Contractor or subcontractor who City has reasonable grounds to believe has engaged in alcohol abuse or illegal drug activity which in any way impairs City's ability to maintain safe work facilities or to protect the health and well-being of City employees and the general public. City shall have the right of final approval for the entry or re-entry of any such person previously denied access to, or removed from, City facilities. Illegal drug activity means possessing, furnishing, selling, offering, purchasing, using or being under the influence of illegal drugs or other controlled substances for which the individual lacks a valid prescription. Alcohol abuse means possessing, furnishing, selling, offering, or using alcoholic beverages, or being under the influence of alcohol.

  • DRUG AND ALCOHOL FREE WORKPLACE 20.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.

  • Alcohol Policy Where contractually bound, the employer will apply the Drug and Alcohol Management Program (DAMP) as contained at Appendix M.

  • DRUG AND ALCOHOL TESTING Employees may be tested for drugs and/or alcohol pursuant to the provisions of the Employer's Drug and Alcohol Testing Policy which is attached hereto and made a part of this Agreement as if more fully set forth herein.

  • DRUG/ALCOHOL TESTING Section 33.1 Drug testing may be conducted on employees during their duty hours upon reasonable suspicion or randomly by computer selection. Alcohol testing will be conducted only upon reasonable suspicion. Reasonable suspicion that an employee used or is using a controlled substance or alcohol in an unlawful or abusive manner 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 or 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. Information provided either by reliable and credible sources or independently corroborated; E. Evidence that an employee has tampered with a previous drug test; F. Facts or circumstances developed in the course of an authorized investigation of an accident or unsafe working practices. Section 33.2 Drug/alcohol 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/alcohol screening or testing be released to a third party for 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 initial reagent testing results alone. Section 33.3 All drug screening tests shall be conducted by laboratories meeting the standards of the Substance Abuse and Mental Health Service Administration. No test shall be considered positive until it has been confirmed by a Gas Chromatography/Mass Spectrometry. The procedures utilized by the Employer and testing laboratory shall include an evidentiary chain of custody control and split sample testing. All procedures shall be outlined in writing and this outline shall be followed in all situations arising under this article. Section 33.4 Alcohol testing shall be done in accordance with the law of the State of Ohio to detect drivers operating a motor vehicle under the influence. A positive result shall entitle the Employer to proceed with sanctions as set forth in this Article. Section 33.5 The results of the testing shall be delivered to a specified employee of the Employer with command responsibility and the employee tested. An employee whose confirmatory test result is positive shall have the right to request a certified copy of the testing results in which the vendor shall affirm that the test results were obtained using the approved protocol methods. The employee shall provide a signed release for disclosure of the testing results to the Employer. A representative for the bargaining unit shall have a right of access to the results upon request to the Employer, with the employee’s written consent. Refusal to submit to the testing provided for under this Agreement may be grounds for discipline. A. If a drug screening test is positive, a confirmatory test shall be conducted utilizing the fluid from the primary sample. B. In the event that any confirmation drug test results are positive, the employee is entitled to have the split sample tested by another DHHS-certified lab in the manner prescribed above at the employee’s expense. The employee must request the split sample test within seventy-two (72) hours of being notified of a positive result. The results of this test, whether positive or negative, shall be determinative. Section 33.7 A list of three (3) testing laboratories shall be maintained by the Employer. These laboratories shall conduct any testing directed by the Employer. The Employer shall obtain the approval of the bargaining unit representative as to any laboratories put on this list, which approval shall not be unreasonably withheld. Section 33.8 If after the testing required above has produced a positive result the Employer may require the employee to participate in any rehabilitation or detoxification program that is covered by the employee’s health insurance. Discipline allowed by the positive findings provided for above shall be deferred pending rehabilitation of the employee within a reasonable period. An employee who participates in a rehabilitation or detoxification program shall be allowed to use sick time and vacation leave for the period of the rehabilitation or detoxification program. If no such leave credits are available, the employee shall be placed on medical leave of absence without pay for the period of the rehabilitation or detoxification program. Upon completion of such program and upon receiving results from a retest demonstrating that the employee is no longer abusing a controlled substance/alcohol, the employee shall be returned to his/her former position. Such employee may be subject to periodic retesting upon his/her return to his/her position for a period of one (1) year from the date of his/her return to work. Any employee in a rehabilitation or detoxification program in accordance with this Article will not lose any seniority or benefits, should it be necessary for the employee to be placed on medical leave of absence without pay, for a period not to exceed ninety (90) days. Section 33.9 If the employee refuses to undergo rehabilitation or detoxification, or if he/she tests positive during a retesting within one (1) year after his/her return to work from such a program, the employee shall be subject to disciplinary action, including removal from his/her position and termination of his/her employment. Section 33.10 Costs of all drug screening tests and confirmatory tests shall be borne by the Employer except that any test initiated at the request of the employee shall be at the employee’s expense. Section 33.11 The Employer may conduct four (4) tests of an employee during the one (1) year period after the employee has completed a rehabilitation or detoxification program as provided above. Section 33.12 The provisions of this Article shall not require the Employer to offer a rehabilitation/detoxification program to any employee more than once.

  • Alcohol and Drug Testing Employee agrees to comply with and submit to any Company program or policy for testing for alcohol abuse or use of drugs and, in the absence of such a program or policy, to submit to such testing as may be required by Company and administered in accordance with applicable law and regulations.

  • Alcohol and Drugs Service Provider agrees that the presence of alcohol and drugs are prohibited on the Work Site and while performing their Services. If the Service Provider or any of their agents, employees, or subcontractors are determined to be present or with alcohol or drugs in their possession, this Agreement shall terminate immediately.

  • 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.

  • SUBSTANCE ABUSE POLICY See applicable administrative policy.

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