DRUG & ALCOHOL POLICY. The parties agree that employees represented by this Agreement shall be free from the influence of drugs and/or alcohol while at work. The Agency's Drug/Alcohol Policy will be adhered to by such employees.
DRUG & ALCOHOL POLICY. The Company and the Union mutually recognize the necessity for the Company's policy on drug and alcohol abuse.
DRUG & ALCOHOL POLICY. 22.1 The Union and the Employer agrees that a committee made up of both Union and EMPLOYERS, will meet for the purpose of establishing an industry wide Drug & Alcohol Policy with mandatory testing. If such a policy is established, the Union will take all necessary steps to make its membership aware of this policy in advance of its implementation. There is no set time limit for establishing this Policy. Painters & Wallcoverers ONLY: See Article 23.23.2. Drywall Finishers ONLY: See Article 25.18. SPECIFIC PROVISIONS & CONDITIONS FOR ALL CRAFTS BY ZONES Article 23 through 26 take precedence over and supersede any conflicting provisions in Articles 1 through 22 when EMPLOYERS are employing members of the foregoing trades in the foregoing zones Article 00- XXXXXXX, XXXXXXXXXXXX, XXXXX 0 & 5 23: SPECIFIC PROVISIONS & CONDITIONS FOR EMPLOYING PAINTERS & WALLCOVERERS IN ZONES 1 & 5 ONLY. Paragraphs 23.1.11, 23.1.13.1 & 23.1.16.8 only apply to those EMPLOYERS who regularly employ the foregoing trades in the foregoing zones and belong to the Association which negotiated with the Union over the provisions in Article 23.
DRUG & ALCOHOL POLICY. The City and the Union agree to the non-DOT general drug and alcohol policy. A copy is available with the City’s policies and on the City’s Intranet website. (Safety sensitive job classes are covered by the DOT Drug and Alcohol Policy previously agreed to by both parties and located on the City’s Intranet website).
DRUG & ALCOHOL POLICY. The Employers and Union recognize that any drug and/or alcohol use in the workplace is an extreme safety and health hazard. To that end, both the Employers and Union strongly support and recommend the use of a lawful and reasonably enforced drug and alcohol policy adopted by an Employer, to help ensure a safe working environment for the Employees. Prior to the implementation or modification, the Employer will provide the Union with a complete copy of its policy and procedures. In addition, the Employer involved agrees to indemnify and hold harmless the Union from any liability resulting from a drug test administered by the Employer involved. All costs associated with this program are to be paid for by the Employer involved. Any Employer that implements a drug and alcohol policy pursuant to this section will apply its policy to all Employees of the company, regardless of Union affiliation and/or job classification, but subject to the restrictions of the NLRA and other applicable laws. The Union, in cooperation with the IFCA/GBCA, shall administer a drug testing program covering all bargaining unit members employed by IFCA/GBCA Employers and any other Employer signatory to this Agreement. To the extent that drug testing is required by a 3rd party, as a condition for admission to a jobsite or facility, or as a result of an accident, drug testing will be accepted without question. In the case of an outside entity, the testing will be paid for by the Employer or the entity requesting the test. Results of these tests will be confidential between the designees of the Union and the Contractor requesting the testing. If an Employee who is identified for testing refuses to comply, they will be deemed to have tested positive. Any member who tests positive may not return to work for any signatory Employer until they have made arrangements and/or enrolled in a self-help program through ATAP.
DRUG & ALCOHOL POLICY. 15.1 The Parties agree to be bound by the decisions of the Policy Administration Committee of the Construction Industry of BC Substance Abuse Testing Program and Policy and to new wording establishing the Policy in the Agreement along with any related agreement by the Main Table regarding the Policy or the establishment of an industry EFAP program.
DRUG & ALCOHOL POLICY. SRFCOA agree to adhere to the Drug and Alcohol Policy as outlined in the San Xxxxxx Firefighters’ Association contract.
DRUG & ALCOHOL POLICY. Section 1. Various Employer Associations and the Union members are of Building and Construction Resource Center, Inc. (hereinafter “BCRC”), a non-profit corporation that was formed to provide services in the construction industry, including, but not limited to, education and referral services concerning alcohol, drug, and other substance abuse, which purposes are more fully defined in the Articles of Incorporation and By-Laws of said BCRC and Fund Trust Agreement and Declaration of Trust.
DRUG & ALCOHOL POLICY. The company has a responsibility and very strong commitment to its employees and community at large to provide a safe and secure work environment. The company is concerned when safety, job performance or attendance is affected. The company has no desire to intrude upon any individual’s life. However when off/on duty activities affect an employee’s ability to perform their duties satisfactory on the basis in which the employee reports to work, the company is rightfully concerned. Therefore in view of the nature of the industry and the commitment to our clients, the company has implemented a zero tolerance to drug and alcohol abuse. Should and employee be required to take any kind of prescription or non – prescription medication which may affect their job performance, they are required to report this to management. Should any employee report for duty under the influence of alcohol or drugs, they may be subject to discipline action up to and including termination.
DRUG & ALCOHOL POLICY. The City and the WCE agree to the non-DOT general drug and alcohol policy. A copy is available with the City’s policies and on the City’s Intranet website.
