DRUG/ALCOHOL FREE WORKPLACE. The Employer and the Association recognize the societal damage of drug and/or alcohol abuse. The parties agree that State Government must show the way towards achieving drug free workplaces through programs designed to offer drug users a helping hand and, at the same time, demonstrating to drug users and potential drug users that drugs will not be tolerated in the State workplace. The illegal use of controlled substances by State employees is inconsistent with the special trust placed in such employees as servants of the public. Toward this end, the parties strongly support the standards established for the Nurse Monitoring Program of the Oregon State Board of Nursing.
DRUG/ALCOHOL FREE WORKPLACE. No employee shall unlawfully manufacture, distribute, dispense, possess or use any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana, alcohol or any other controlled substance as defined in federal and state law, in the workplace.
DRUG/ALCOHOL FREE WORKPLACE. The Board and the Association believe that quality education is not possible in an environment affected by illegal drug use and/or abuse of alcoholic beverages. The Board and Association will seek to establish and maintain a drug/alcohol free educational setting in full compliance with federal, state and local laws including the Drug-Free Workplace Act and the Drug-Free Schools and Communities Act. In compliance with those laws, the Board prohibits the manufacture, distribution, dispensation, possession or use of alcoholic beverages and/or controlled substances (illegal drugs) by any employee during working hours, on Board premises, or at any activity or function sponsored by or related to employment with the Board. “Controlled substance” refers to drugs subject to federal or state regulation, making their manufacture, distribution, dispensation, possession or use a crime. Medications used as prescribed by a treating physician or dentist are excluded. As a condition of employment, each employee shall be required to notify his or her supervisor of any conviction of a criminal drug statute for a violation occurring during working hours, on Board premises, or at any activity or function sponsored by or related to employment with the Board. Such reports must be made no later than five (5) days after such conviction. Any employee who violates the terms of this provision shall be subject to disciplinary action in accordance with local, state and federal laws, up to and including termination of employment. A disciplinary action, involving drugs or alcohol, shall, where appropriate, include the completion of a rehabilitation program. The Superintendent shall, in consultation with the Association, establish whatever programs and procedures are necessary to meet federal certification requirements for compliance with the Drug-Free Workplace Act and the Drug-Free Schools and Community Act, but which also comply with and do not interfere with this Agreement.
DRUG/ALCOHOL FREE WORKPLACE. 30.1 The Employer and the Association recognize the societal damage of drug and/or alcohol abuse. The parties agree that State Government must show the way towards achieving drug-free workplaces through programs designed to offer drug users a helping hand and, at the same time, demonstrating to drug users and potential drug users that drugs will not be tolerated in the State workplace. The illegal use of controlled substances, as defined in ORS 475.005, by State employees is inconsistent with the special trust placed in such employees as servants of the public.
DRUG/ALCOHOL FREE WORKPLACE. To ensure that all employees are in compliance of Board Policy and that all employees as well as students have access to a safe environment, if there is reasonable suspicion that an employee is under the influence of drugs and/or alcohol the Superintendent or designee will require that the employee undergo a drug and/or alcohol test to ascertain if the individual is illegally under the influence. For purposes of this article reasonable suspicion will be defined as “objective suspicion by a rational person based on specific facts and/or circumstances.”
DRUG/ALCOHOL FREE WORKPLACE. The City is committed to maintaining a drug free workplace for all employees. Employees are expected to report to work free from any substances, including alcohol, which could adversely affect their ability to perform their duties. The use of illegal drugs on or off duty is prohibited. Failure to comply with this policy shall lead to disciplinary action up to and including discharge. As part of Federal Regulations (49 C.F.R. parts 40 and 382) of the Omnibus Transportation Testing Act of 1991, all employees who operate a commercial motor vehicle on a regular, intermittent or occasional basis on behalf of the City are required to follow the City’s Drug & Alcohol Free Workplace policy as well as the provisions of the City’s Drug and Alcohol Testing Program. Any employee violating this policy is subject to progressive discipline up to and including termination of employment, according to the provisions of the Drug & Alcohol Free Workplace Policy.
DRUG/ALCOHOL FREE WORKPLACE. The County’s Drug Free Workplace Policy applies to bargaining unit employees. Employees violating this policy will be subject to disciplinary action, up to and including termination. Changes to this section of the policy are subject to ten (10) days’ prior written notice to the Union.
DRUG/ALCOHOL FREE WORKPLACE. The parties certify they will comply with the state’s guide concerning drug and alcohol free workplaces and the Drug-Free Workplace Act of 1988 which requires that all organizations receiving grants from any Federal agency maintain a drug- free workplace. The recipient must notify the awarding office if an employee of the recipient is convicted of violating a criminal drug statute. Failure to comply with these requirements may be cause for suspension or debarment under 29 CFR 98, Subpart F.1.
DRUG/ALCOHOL FREE WORKPLACE. All District workplaces shall be drug and alcohol free. Employees are prohibited from the unlawful manufacture, dispensing, distribution, possession, use, or being under the influence of a controlled substance, including cannabis or alcohol, while on District premises, while performing work for the District on campus, or while operating District owned, leased, or contracted for vehicles or equipment. Employees shall abide by Illinois law regulating the use, possession, sale, distribution, manufacture or cultivation of controlled substances, including cannabis and alcohol The term "controlled substance" is as defined by law.
DRUG/ALCOHOL FREE WORKPLACE. A. Statement of policy. The City and the Lodge recognize and agree that it is their mutual goal and pledge to maintain and assure safe and effective law enforcement for and service to the citizens of the City of Bexley by maintaining a drug and alcohol-free workplace.
