Drug, Alcohol and Substance Abuse Policy. 1. The City reserves the right, for reasonable suspicion, to require an employee to submit to drug, alcohol or substance abuse testing. 2. Reasonable suspicion" for purposes of this Article includes, but is not limited to the following: a. A critical incident has occurred while on duty for the City or at the employee's work location. i. An accident involving a City vehicle or equipment causing damage to property or persons, in combination with any factors in (b) below. ii. Employee manifests mental or physical impairment sufficient to raise doubt that normal tasks can be safely or effectively performed. iii. Employee is observed with illegal drug or drug paraphernalia in possession for possible sale or use; employee is observed with open container of alcohol in work area or vehicle. b. Documented objective facts and a reasonable inference drawn from those facts that an employee is under the influence of drugs, alcohol or substance. Such objective facts may include characteristics of the employee's appearance, behavior, mannerisms, speech, or body odors. Components of such documentation should include: 1. equilibrium, 2. manner of speech, 3. mental reactions, 4. odor of intoxicants on breath or clothing, 5. eyes, 6. general appearance, 7. physical actions, and
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Samples: Memorandum of Understanding, Memorandum of Understanding, Memorandum of Understanding
Drug, Alcohol and Substance Abuse Policy. (1. ) The City reserves the right, for reasonable suspicion, to require an employee to submit to drug, alcohol or substance abuse testing.
(2. ) Reasonable suspicion" for purposes of this Article includes, but is not limited to the following:
a. (a) A critical incident has occurred while on duty for the City or at the employee's work location.
i. (i) An accident involving a City vehicle or equipment causing damage to property or persons, in combination with any factors in (b) below.
(ii. ) Employee manifests mental or physical impairment sufficient to raise doubt that normal tasks can be safely or effectively performed.
(iii. ) Employee is observed with illegal drug or drug paraphernalia in possession for possible sale or use; employee is observed with open container of alcohol in work area or vehicle.
b. (b) Documented objective objected facts and a reasonable inference drawn from those facts that an employee is under the influence of drugs, alcohol or substance. Such objective facts may include characteristics of the employee's appearance, behavior, mannerisms, speech, and speech or body odors. Components of such documentation should include:
1. equilibrium,
2. manner of speech, 3. mental reactions, 4. odor of intoxicants on breath or clothing, 5. eyes, 6. general appearance, 7. physical actions, and
Appears in 2 contracts
Samples: Memorandum of Understanding, Memorandum of Understanding