Controlled Substance and Alcohol Testing. There will be two types of testing that may occur:
A. Pre-Employment Testing Prior to being offered an initial contract of employment with the District, an individual must successfully pass a pre-employment testing procedure for Controlled Substances and alcohol.
Controlled Substance and Alcohol Testing. The Union recognizes the right of the Employer to conduct tests for controlled substances and/or alcohol, based on specific facts, under the following procedures.
Controlled Substance and Alcohol Testing. The City maintains the right to conduct a controlled substance and/or alcohol test during working hours of any employee that it reasonably suspects is under the influence of alcohol or a controlled substance in the workplace.
Controlled Substance and Alcohol Testing. The Consequences of a Positive Test is attached to this Agreement as Appendix A.
Controlled Substance and Alcohol Testing. Not applicable as XXX has does not have any employee with a responsibility to drive a vehicle as a responsibility of his/her employment.
Controlled Substance and Alcohol Testing. Every Bargaining Unit Member of the District whose class specification requires that s/he perform a safety-sensitive function and operate a commercial motor vehicle as defined by the Omnibus Transportation Employee Testing Act of 1991 is covered by this article. All testing policies and procedures adopted by the District shall comply with the provisions of the Act.
Controlled Substance and Alcohol Testing. (CS/AT): An Overview: The respective methodology for conducting CS/AT, and results of such respective tests, are specific in nature due to differences in:
a. Legality issues between the use of Alcohol and Controlled Substances; and
b. Means by which tests are conducted due to available scientific technology. The results of testing for Alcohol or Controlled Substances are therefore different due to the specific nature of the test(s) administered. Due to these differences, the testing procedures shall be presented separately below. Description of the respective testing processes, may be facilitated by a description of the roles and responsibilities of the MRO and the SAP. The MRO is the medical authority responsible for interpretation of all drug testing results from the laboratory, both to the employer and employee. The MRO is responsible for making determinations which may include:
a. Verified Negative Drug Test;
b. Verified Positive Drug Test;
c. Canceled test (invalid); or
d. Refused to submit. (The latter being equated with a "Verified Positive Drug Test".) The MRO, after making the medical determination, may refer the Covered Employee with a Verified Positive Drug Test result to a SAP. Functionally, the SAP is designated as the individual who makes the determination of what course of action is required prior to employee return to duty. The role of the SAP, in relation to the employee, is neither a counselor nor a treating professional. Specifically, the SAP:
a. Evaluates an employee who either has:
1) A Verified Positive Drug Test result (referred by the MRO to the SAP);
2) Engaged in prohibited use of Alcohol as evidenced by Breath Analysis; or
3) Refused to be tested;
b. Makes recommendations to the employee that the employee must follow.
c. Reevaluates the employee to determine if recommendations have been followed, before recommending Return-To-Duty Testing.
d. Directs the number and frequency of Follow-Up Testing.
Controlled Substance and Alcohol Testing. The Board and the Association agree to abide by federal and state statutes and regulations related to testing of employees for use of controlled substances and alcohol, including those contained in the Omnibus Transportation Employee Testing Act of 1991, 49 USC 271.7 et seq., and any amendments thereto. No employee shall be required to submit to requirements applicable under this provision, including testing, information, and training sessions, without receiving compensation for such time as for other work. This provision does not preclude employees from submitting to such requirements during their regularly compensated hours.
Controlled Substance and Alcohol Testing. Not applicable as AVA has does not have any employee with a responsibility to drive a vehicle as a responsibility of his/her employment.
Controlled Substance and Alcohol Testing. (CS/AT): An Overview: The respective methodology for conducting CS/AT, and results of such respective tests, are specific in nature due to differences in:
