Common use of Controlled Substance Testing Clause in Contracts

Controlled Substance Testing. Upon reasonable cause, the Cambridge School Committee will require an employee to be tested for the use of controlled substances. Reasonable cause is defined as an employee’s observable action, appearance or conduct that clearly indicates the need for a fitness-for-duty medical evaluation. The employee’s conduct must be witnessed by at least two (2) supervisors. The witnesses must have received training in observing a person’s behavior to determine if a medical evaluation is required. When the supervisor(s) addresses an employee, a union representative should be made available. If no building union representative is present, a CEA officer will be contacted and the employee may select another CEA member to accompany him/her. Documentation of the employee’s conduct shall be prepared and signed by the witnesses within twenty- four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Union in a timely manner. At the time the urine specimen is collected, the employee may opt to also give a blood sample. If the employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee will be given a warning letter and offered an opportunity for rehabilitation as set forth below. However, if there is a second occasion where reasonable cause testing results in a positive urine test, then the employee will be subject to discharge. If an employee is offered an opportunity for rehabilitation, the employee must meet with the Medical Review Officer or his/her designee to review the test results. If the Medical Review Officer determines a specimen is positive, the employee will have five (5) calendar days to evaluate his/her situation with an approved Employee Assistance Program counselor and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The Cambridge School Committee will follow the final recommendations of the Medical Review Officer, who has consulted with the rehabilitation treatment professional as to the appropriate after-care protocol and post-rehabilitation unannounced drug testing. It is understood that if the grievance procedure is utilized contractual time limits on disciplinary action and the employee’s request for rehabilitation will be suspended until resolution of the grievance.

Controlled Substance Testing. Upon reasonable cause, the Cambridge School Committee will require an employee to be tested for the use of controlled substances. Reasonable cause is defined as an employee’s observable action, appearance or conduct that clearly indicates the need for a fitness-for-duty medical evaluation. The employee’s conduct must be witnessed by at least two (2) supervisors. The witnesses must have received training in observing a person’s behavior to determine if a medical evaluation is required. When the supervisor(s) addresses an employee, a building union representative should be made available. If no building union representative is present, a CEA officer will be contacted and the employee may select another CEA member to accompany him/her. Documentation of the employee’s conduct shall be prepared and signed by the witnesses within twenty- twenty-four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Union in a timely manner. At the time the urine specimen is collected, the employee may opt to also give a blood sample. If the employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee will be given a warning letter and offered an opportunity for rehabilitation as set forth below. However, if there is a second occasion where reasonable cause testing results in a positive urine test, then the employee will be subject to discharge. If an employee is offered an opportunity for rehabilitation, the employee must meet with the Medical Review Officer or his/her designee to review the test results. If the Medical Review Officer determines a specimen is positive, the employee will have five (5) calendar days to evaluate his/her situation with an approved Employee Assistance Program counselor and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The Cambridge School Committee will follow the final recommendations recommendations, of the Medical Review Officer, who has consulted with the rehabilitation treatment professional as to the appropriate after-care protocol and post-rehabilitation unannounced drug testing. It is understood that if the grievance procedure is utilized utilized, contractual time limits on disciplinary action and the employee’s request for rehabilitation will be suspended until resolution of the grievance.

Controlled Substance Testing. Upon reasonable cause, the Cambridge School Committee will require an employee employees to be tested for the use of controlled substances. Reasonable cause is defined as an employee’s observable action, appearance or conduct that clearly indicates the need for a fitness-for-duty medical evaluation. The employee’s conduct must be witnessed by at least two (2) supervisors. The witnesses must have received training in observing a person’s behavior to determine if a medical evaluation is required. When the supervisor(s) addresses an employee, a building union representative should be made available. If no building union CEA Executive Board representative is present, a CEA officer will be contacted and the employee may select another CEA member to accompany him/herthem. Documentation of the employee’s conduct shall be prepared and signed by the witnesses within twenty- twenty-four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Union in a timely manner. At the time the urine specimen is collected, the employee may opt to also give a blood sample. If the employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee will be given a warning letter and offered an opportunity for rehabilitation as set forth below. However, if there is a second occasion where reasonable cause testing results in a positive urine test, then the employee will be subject to discharge. If an employee is offered an opportunity for rehabilitation, the employee must meet with the Medical Review Officer or his/her designee to review the test results. If the Medical Review Officer determines a specimen is positive, the employee will have five (5) calendar days to evaluate his/her the situation with an approved Employee Assistance Program counselor and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The Cambridge School Committee will follow the final recommendations of the Medical Review Officer, who has consulted with the rehabilitation treatment professional as to the appropriate after-care protocol and post-rehabilitation unannounced drug testing. It is understood that if the grievance procedure is utilized utilized, contractual time limits on disciplinary action and the employee’s request for rehabilitation will be suspended until resolution of the grievance.

Controlled Substance Testing. Upon reasonable cause, the Cambridge School Committee will require an employee Employee to be tested for the use of controlled substances. Reasonable cause is defined as an employeeEmployee’s observable action, appearance or conduct that clearly indicates the need for a fitness-for-duty medical evaluation. The employeeEmployee’s conduct must be witnessed by at least two (2) supervisors. The witnesses must have received training in observing a person’s behavior to determine if a medical evaluation is required. When the supervisor(s) addresses an employeeEmployee, a building union representative should be made available. If no building union representative is present, a CEA officer will be contacted and the employee Employee may select another CEA member to accompany him/herthem. Documentation of the employeeEmployee’s conduct shall be prepared and signed by the witnesses within twenty- twenty-four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Union in a timely manner. At the time the urine specimen is collected, the employee Employee may opt to also give a blood sample. If the employee Employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee Employee will be given a warning letter and offered an opportunity for rehabilitation as set forth below. However, if there is a second occasion where reasonable cause testing results in a positive urine test, then the employee Employee will be subject to discharge. If an employee Employee is offered an opportunity for rehabilitation, the employee Employee must meet with the Medical Review Officer or his/her designee to review the test results. If the Medical Review Officer determines a specimen is positive, the employee Employee will have five (5) calendar days to evaluate his/her their situation with an approved Employee Assistance Program counselor and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The Cambridge School Committee will follow the final recommendations recommendations, of the Medical Review Officer, who has consulted with the rehabilitation treatment professional as to the appropriate after-care protocol and post-post- rehabilitation unannounced drug testing. It is understood that if the grievance procedure is utilized utilized, contractual time limits on disciplinary action and the employeeEmployee’s request for rehabilitation will be suspended until resolution of the grievance.

Controlled Substance Testing. Upon reasonable cause, the Cambridge School Committee will require an employee to be tested for the use of controlled substances. Reasonable cause is defined as an employee’s observable action, appearance or conduct that clearly indicates the need for a fitness-for-duty medical evaluation. The employee’s conduct must be witnessed by at least two (2) supervisors. The witnesses must have received training in observing a person’s behavior to determine if a medical evaluation is required. When the supervisor(s) addresses an employee, a building union representative should be made available. If no building union representative is present, a CEA officer will be contacted and the employee may select another CEA member to accompany him/her. Documentation of the employee’s conduct shall be prepared and signed by the witnesses within twenty- twenty-four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Union in a timely manner. At the time the urine specimen is collected, the employee may opt to also give a blood sample. If the employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee will be given a warning letter and offered an opportunity for rehabilitation as set forth below. However, if there is a second occasion where reasonable cause testing results in a positive urine test, then the employee will be subject to discharge. If an employee is offered an opportunity for rehabilitation, the employee must meet with the Medical Review Officer or his/her designee to review the test results. If the Medical Review Officer determines a specimen is positive, the employee will have five (5) calendar days to evaluate his/her situation with an approved Employee Assistance Program counselor and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The Cambridge School Committee will follow the final recommendations of the Medical Review Officer, who has consulted with the rehabilitation treatment professional as to the appropriate after-care protocol and post-rehabilitation unannounced drug testing. It is understood that if the grievance procedure is utilized utilized, contractual time limits on disciplinary action and the employee’s request for rehabilitation will be suspended until resolution of the grievance.

Controlled Substance Testing. Upon reasonable cause, the Cambridge School Committee will require an employee Employee to be tested for the use of controlled substances. Reasonable cause is defined as an employeeEmployee’s observable action, appearance or conduct that clearly indicates the need for a fitness-for-duty medical evaluation. The employeeEmployee’s conduct must be witnessed by at least two (2) supervisors. The witnesses must have received training in observing a person’s behavior to determine if a medical evaluation is required. When the supervisor(s) addresses an employeeEmployee, a building union representative should be made available. If no building union representative is present, a CEA officer will be contacted and the employee Employee may select another CEA member to accompany him/herthem. Documentation of the employeeEmployee’s conduct shall be prepared and signed by the witnesses within twenty- twenty-four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Union in a timely manner. At the time the urine specimen is collected, the employee Employee may opt to also give a blood sample. If the employee Employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee Employee will be given a warning letter and offered an opportunity for rehabilitation as set forth below. However, if there is a second occasion where reasonable cause testing results in a positive urine test, then the employee Employee will be subject to discharge. If an employee Employee is offered an opportunity for rehabilitation, the employee Employee must meet with the Medical Review Officer or his/her designee to review the test results. If the Medical Review Officer determines a specimen is positive, the employee Employee will have five (5) calendar days to evaluate his/her their situation with an approved Employee Assistance Program counselor and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The Cambridge School Committee will follow the final recommendations of the Medical Review Officer, who has consulted with the rehabilitation treatment professional as to the appropriate after-care protocol and post-rehabilitation unannounced drug testing. It is understood that if the grievance procedure is utilized utilized, contractual time limits on disciplinary action and the employeeEmployee’s request for rehabilitation will be suspended until resolution of the grievance.

Controlled Substance Testing. Upon reasonable cause, the Cambridge School Committee will require an employee to be tested for the use of controlled substances. Reasonable cause is defined as an employee’s observable action, appearance or conduct that clearly indicates the need for a fitness-for-duty medical evaluation. The employee’s conduct must be witnessed by at least two (2) supervisors, if available. The witnesses must have received training in observing a person’s behavior to determine if a medical evaluation is required. When the supervisor(s) addresses an employee, a union representative should be made available. If no building union representative is present, a CEA officer will be contacted and the employee may select another CEA member hourly paid employee to accompany him/her. Documentation of the employee’s conduct shall be prepared and signed by the witnesses within twenty- twenty-four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Union in a timely manner. At the time the urine specimen is collected, the employee may opt to also give a blood sample. If the employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee will be given a warning letter and offered an opportunity for rehabilitation as set forth below. However, if there is a second occasion where reasonable cause testing results in a positive urine test, then the employee will be subject to discharge. If an employee is offered an opportunity for rehabilitation, the employee must meet with the Medical Review Officer or his/her designee to review the test results. If the Medical Review Officer determines a specimen is positive, the employee will have five (5) calendar days to evaluate his/her situation with an approved Employee Assistance Program counselor and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The Cambridge School Committee will follow the final recommendations of the Medical Review Officer, who has consulted with the rehabilitation treatment professional as to the appropriate after-care protocol and post-rehabilitation unannounced drug testing. It is understood that if the grievance procedure is utilized contractual time limits on disciplinary action and the employee’s request for rehabilitation will be suspended until resolution of the grievance.

Controlled Substance Testing. Upon reasonable cause, the Cambridge School Committee will require an employee to be tested for the use of controlled substances. Reasonable cause is defined as an employee’s observable action, appearance or conduct that clearly indicates the need for a fitness-for-duty medical evaluation. The employee’s conduct must be witnessed by at least two (2) supervisors. The witnesses must have received training in observing a person’s behavior to determine if a medical evaluation is required. When the supervisor(s) addresses an employee, a union representative should be made available. If no building union representative is present, a CEA officer officer will be contacted and the employee may select another CEA member to accompany him/herthem. Documentation of the employee’s conduct shall be prepared and signed by the witnesses within twenty- twenty-four (24) hours of the observed behavior, or before the test results are released, whichever is earlier. In addition, a copy will be sent to the Union in a timely manner. At the time the urine specimen is collected, the employee may opt to also give a blood sample. If the employee takes this option, the blood sample must confirm positive presence for the substance confirmed in the urine test. If no positive is confirmed in the blood specimen, the employee will be given a warning letter and offered offered an opportunity for rehabilitation as set forth below. However, if there is a second occasion where reasonable cause testing results in a positive urine test, then the employee will be subject to discharge. If an employee is offered offered an opportunity for rehabilitation, the employee must meet with the Medical Review Officer Officer or his/her designee to review the test results. If the Medical Review Officer Officer determines a specimen is positive, the employee will have five (5) calendar days to evaluate his/her their situation with an approved Employee Assistance Program counselor and then up to fifteen (15) calendar days to enter the rehabilitation treatment center after approval of a leave of absence. The Cambridge School Committee will follow the final recommendations of the Medical Review OfficerOfficer, who has consulted with the rehabilitation treatment professional as to the appropriate after-care protocol and post-rehabilitation unannounced drug testing. It is understood that if the grievance procedure is utilized contractual time limits on disciplinary action and the employee’s request for rehabilitation will be suspended until resolution of the grievance.