COSTS ASSOCIATED WITH TESTING Sample Clauses

COSTS ASSOCIATED WITH TESTING. The City of Oklahoma City Police Department is responsible for costs associated with drug or alcohol testing. However: 1.) If an employee requests a retest to challenge the findings of a confirmed positive test, the employee is responsible for the cost of the test, unless that test is negative, in which case the City of Oklahoma City Police Department is responsible for the cost and for reimbursing the employee for the cost of the test. 2.) Any test requested by the City of a current employee must be performed during or immediately contiguous to the employee’s scheduled work period, if reasonably possible. If this process extends beyond the employee’s scheduled work period it will be deemed compensable work time as applicable under the Fair Labor Standards Act (FLSA). 3.) In the event that the challenge results in a negative result, the City will reimburse the employee for the incurred expense.
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COSTS ASSOCIATED WITH TESTING. The City of Oklahoma City Fire Department is responsible for costs associated with drug or alcohol testing. However: 1.) If an employee requests a retest to challenge the findings of a confirmed positive test, the employee is responsible for the cost of the test, unless that test reverses the findings of the previous positive test, in which case the City of Oklahoma City Fire Department is responsible for the cost. 2.) Any initial reasonable suspicion and/or post accident test of a current employee must be performed during or immediately contiguous to the employee’s scheduled work period. If this process extends beyond the employee’s scheduled work period it will be deemed compensable work time as applicable under the Fair Labor Standards Act (FLSA).
Sample 1
COSTS ASSOCIATED WITH TESTING. The City of Oklahoma City is responsible for costs associated with drug or alcohol testing. However: a. If an employee requests a retest to challenge the findings of a confirmed positive test, the employee is responsible for the cost of the test, unless that test reverses the findings of the previous positive test, in which case the City of Oklahoma City is responsible for the cost. b. Any test of a current employee must be performed during or immediately after the employee’s scheduled work period and is deemed as compensable work time as applicable under the Fair Labor Standards Act (FLSA).
Sample 1

Related to COSTS ASSOCIATED WITH TESTING

  • Post-Accident Testing a. The City may require a Covered Employee who caused, or may have caused, an Accident, based on information known at the time of the Accident, to submit to drug and/or alcohol testing. b. Following an Accident, all Covered Employees subject to testing shall remain readily available for testing. A Covered Employee may be deemed to have refused to submit to substance abuse testing if the employee fails to remain readily available, including failing to notify a supervisor (or designee) of the Accident location, or leaving the scene of the Accident prior to submitting to testing. c. Nothing in this section shall delay medical attention for the injured following an Accident or prohibit an employee from leaving the scene of an Accident for the period necessary to obtain assistance in responding to the Accident or to obtain necessary emergency medical care. d. If the City requires a Covered Employee to be tested post-Accident, then the employee may ask for representation. Representation may include, but is not limited to, union representatives and shop stewards. If the employee requests representation, the City shall allow a reasonable amount of time from the time the employee is notified that the employee will be tested (a maximum of one hour) for the employee to obtain representation provided that the union representative meet the employee at the Accident site, work location or testing center as determined by the City. Such request shall not delay the administration of the tests for more than one hour from the time the employee is notified that the employee will be tested. e. As soon as reasonably possible after the occurrence of an Accident, the supervisor or other City representative at the Accident scene shall make best efforts to contact the Department of Human Resources (DHR) or designee, and DHR or designee shall then make best efforts to telephone the union(s) first designated representative on file with DHR representing the Covered Employee(s) involved in the Accident. If the first designated representative does not answer, DHR or designee shall leave a voice mail message notifying the union of the Accident and telephone the union(s) second designated representative on file with DHR. For purposes of this paragraph, a designated representative shall be any union officer or employee whose telephone number is on file with DHR for the purpose of Accident review. The union may change the designated representative, in writing, as necessary from time to time, but it is the sole responsibility of the union to ensure that a current telephone number (with voice mail capability) for two designated representatives are on file with DHR.

  • Random Testing Notwithstanding any provisions of the Collective Agreement or any special agreements appended thereto, section 4.6 of the Canadian Model will not be applied by agreement. If applied to a worker dispatched by the Union, it will be applied or deemed to be applied unilaterally by the Employer. The Union retains the right to grieve the legality of any imposition of random testing in accordance with the Grievance Procedure set out in this Collective Agreement.

  • Drug Testing (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act. (B) All classes covered by this Agreement are designated special risk classes for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S. (C) An employee shall have the right to grieve any disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 10. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.

  • Laboratory Testing All laboratories selected by UPS Freight for analyzing Controlled Substances Testing will be HHS certified.

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