Common use of DRUG/ALCOHOL TESTING Clause in Contracts

DRUG/ALCOHOL TESTING. Section 1 The Employer believes it is very important to provide a safe workplace for its employees. As an employer, the City is taking steps to address the problem of substance use that negatively affects every workplace, including ours. The Employer is concerned with the health and well-being of all employees. The Employer cannot and will not condone or tolerate behaviors on the part of employees that relate to Substance use, such as: a. Use of illegal drugs b. Misuse of alcohol c. Sale, purchase, transfer, use or possession of any illegal drugs d. Arrival or return to work under the influence of any drug (legal or illegal) or alcohol to the extent that job performance is affected e. Misuse of prescription or over-the-counter medications. Management is fully committed to the Employer’s Drug-Free Workplace Program, which establishes clear guidelines for acceptable and Unacceptable employee behavior for everyone in the workplace. The Employer will not tolerate substance use in violation of this Policy. Behaviors related to substance use can endanger all employees, not just substance users. The Employer holds all employees accountable in terms of substance use but also supports getting help for employees. Employees who come forward voluntarily to identify that they have a substance problem will receive support and assistance from the Employer. However, if an employee with a substance problem fails to seek help and the employee then tests positive for drug or alcohol use in violation of this Article, disciplinary action will follow. The decision to permit an employee who tests positive to sign a “second chance/last chance” agreement to seek treatment, will be determined by factors such as quality of job performance, circumstances of the event, length of service and willingness to acknowledge the problem and seek help. The Employer reserves the right to terminate employment for violation of this Article. Employees whose jobs are subject to any special law or regulation may face additional requirements in terms of substance use. The Article covers the five key parts of the Employer’s Drug-Free Workplace Program. The five parts consist of: A. A written policy that clearly spells out the program and how everyone benefits. B. Annual substance awareness education for all employees. C. Training for supervisors regarding their responsibilities. D. Drug and alcohol testing - the most effective way to change harmful substance use behaviors.

DRUG/ALCOHOL TESTING. Section 1 17.1 The Employer believes it is very important to provide a safe workplace for its employees. As an employer, the City is taking steps to address the problem of substance use that negatively affects every workplace, including ours. The Employer is concerned with the health and well-well being of all employees. The Employer cannot and will not condone or tolerate behaviors on the part of employees that relate to Substance substance use, such as: a. 1. Use of illegal drugs b. 2. Misuse of alcohol c. 3. Sale, purchase, transfer, use or possession of any illegal drugs d. 4. Arrival or return to work under the influence of any drug (legal or illegal) or alcohol to the extent that job performance is affected e. 5. Misuse of prescription or over-the-counter medications. medications Management is fully committed to the Employer’s Drug-Free Workplace Program, which establishes clear guidelines for acceptable and Unacceptable unacceptable employee behavior for everyone in the workplace. The Employer will not tolerate substance use in violation of this Policy. Behaviors related to substance use can endanger all employees, not just substance users. The Employer holds all employees accountable in terms of substance use but also supports getting help for employees. Employees who come forward voluntarily to identify that they have a substance problem will receive support and assistance from the Employer. However, if an employee with a substance problem fails to seek help and the employee then tests positive for drug or alcohol use in violation of this Article, disciplinary action will follow. The decision to permit an employee who tests positive to sign a “second chance/last chance” agreement to seek treatment, will be determined by factors such as quality of job performance, circumstances of the event, length of service and willingness to acknowledge the problem and seek help. The Employer reserves the right to terminate employment for violation of this Article. Employees whose jobs are subject to any special law or regulation may face additional requirements in terms of substance use. The Article covers the five key parts of the Employer’s Drug-Free Workplace Program. The five parts consist of: A. 1. A written policy that clearly spells out the program and how everyone benefits. B. 2. Annual substance awareness education for all employees. C. 3. Training for supervisors regarding their responsibilities. D. 4. Drug and alcohol testing - the most effective way to change harmful substance use behaviors. 5. Employee assistance. Employees will have the opportunity to receive information about substance use as a workplace problem, signs and symptoms, dangers of use, and how and where to get help for themselves and their families. Sharonville’s Deputy Safety/Service Director will be the Employer’s Drug-Free Workplace Administrator and the person to contact for information or help. The Administrator will be responsible for arranging drug and alcohol testing, identifying resources that employees can turn to for help for themselves and/or their families, and arranging for qualified people to help with employee awareness education and with supervisor training. This program is designed to protect employees from the behaviors of substance users. Some of the protections built into the program are: The Employer will protect the confidentiality of records such as drug/alcohol testing results and referrals for assistance in accordance with the Ohio Public Records requirements. Employee records such as testing results and referrals for help will be maintained in accordance with Ohio Public Records law. Any violation of confidentiality rights is subject to disciplinary action up to and including termination of employment. The Employer is committed to help employees who have a substance use problem. Each situation will be reviewed individually. Assistance is available for qualified employees and their families. A list of resources may be obtained from the Chief of Police. All supervisors will be trained in their duties related to referrals for testing before this program begins. This will be done in order to insure fairness and consistency. Employees will receive substance awareness education from a qualified person to help identify problems and learn where to turn to for help. This will occur annually. Testing will be done through a local laboratory and through a federally certified laboratory that uses the highest level of care in ensuring that results are accurate. This process has been determined to be 100% accurate in detecting substances that, in sufficient quantity, lead to behaviors that may endanger the person or other employees. The certified lab will work closely with our local hospital to ensure fairness and accuracy. The lab will have a Medical Review Officer (MRO), a trained physician responsible for checking whether there is a valid reason for the presence of the substance in the employee’s system. When the MRO receives positive test results, the MRO will contact the employee and any appropriate health care provider to determine whether there is a valid reason for the presence of the drug in the person’s system. The testing program consists of an initial screening test. If the initial results are positive, then a second test is used. Cut-off levels for each drug and for alcohol are established based on federal guidelines. Cut-off levels are used to determine when an employee with a certain drug or alcohol in his/her system is considered a positive test. These cut-off levels come from federal guidelines and are fair for all employees. An employee’s violation of this Article will be reported to law enforcement. Employee Awareness Education. Every current employee will be required to attend a session in which this program is discussed. There will be an opportunity to ask questions. The written Policy will be shared, and everyone will be expected to sign for receipt. A qualified person will explain why and how substance abuse is a workplace problem, the effects, signs/symptoms of use, effects of commonly used drugs in the workplace, and how to get help. Information will be provided on how an employee can get a referral for employee assistance, the importance of determining how much of a substance abuse problem the employee has, and what type of help is needed. There will be a minimum of two hours of educational awareness training annually for all employees. New employees will hear about the program during orientation and will receive substance education as soon as possible thereafter. Supervisors will be trained to recognize substance problems that may endanger the employee and others, as well as problems that would be a violation of this Article. This training is in addition to annual employee education. Supervisors will be trained about testing responsibilities, how to recognize behaviors that demonstrate an alcohol/drug problem and how to make referrals for help. Testing is intended to detect problems, deter usage, and allow appropriate corrective action. In addition to alcohol, the drugs that we’re testing for are: 1. Amphetamines (speed, uppers) 2. Cocaine (including Crack)

DRUG/ALCOHOL TESTING. Section 1 17.1 The Employer believes it is very important to provide a safe workplace for its employees. As an employer, the City is taking steps to address the problem of substance use that negatively affects every workplace, including ours. The Employer is concerned with the health and well-well being of all employees. The Employer cannot and will not condone or tolerate behaviors on the part of employees that relate to Substance substance use, such as: a. 1. Use of illegal drugs b. 2. Misuse of alcohol c. 3. Sale, purchase, transfer, use or possession of any illegal drugs d. 4. Arrival or return to work under the influence of any drug (legal or illegal) or alcohol to the extent that job performance is affected e. 5. Misuse of prescription or over-the-counter medications. medications Management is fully committed to the Employer’s Drug-Free Workplace Program, which establishes clear guidelines for acceptable and Unacceptable unacceptable employee behavior for everyone in the workplace. The Employer will not tolerate substance use in violation of this Policy. Behaviors related to substance use can endanger all employees, not just substance users. The Employer holds all employees accountable in terms of substance use but also supports getting help for employees. Employees who come forward voluntarily to identify that they have a substance problem will receive support and assistance from the Employer. However, if an employee with a substance problem fails to seek help and the employee then tests positive for drug or alcohol use in violation of this Article, disciplinary action will follow. The decision to permit an employee who tests positive to sign a “second chance/last chance” agreement to seek treatment, will be determined by factors such as quality of job performance, circumstances of the event, length of service and willingness to acknowledge the problem and seek help. The Employer reserves the right to terminate employment for violation of this Article. Employees whose jobs are subject to any special law or regulation may face additional requirements in terms of substance use. The Article covers the five key parts of the Employer’s Drug-Free Workplace Program. The five parts consist of: A. 1. A written policy that clearly spells out the program and how everyone benefits. B. 2. Annual substance awareness education for all employees. C. 3. Training for supervisors regarding their responsibilities. D. 4. Drug and alcohol testing - the most effective way to change harmful substance use behaviors 5. Employee assistance. Employees will have the opportunity to receive information about substance use as a workplace problem, signs and symptoms, dangers of use, and how and where to get help for themselves and their families. Sharonville’s Deputy Safety/Service Director will be the Employer’s Drug-Free Workplace Administrator and the person to contact for information or help. The Administrator will be responsible for arranging drug and alcohol testing, identifying resources that employees can turn to for help for themselves and/or their families, and arranging for qualified people to help with employee awareness education and with supervisor training. This program is designed to protect employees from the behaviors of substance users. Some of the protections built into the program are: The Employer will protect the confidentiality of records such as drug/alcohol testing results and referrals for assistance in accordance with the Ohio Public Records requirements. Employee records such as testing results and referrals for help will be maintained in accordance with Ohio Public Records law. Any violation of confidentiality rights is subject to disciplinary action up to and including termination of employment. The Employer is committed to help employees who have a substance use problem. Each situation will be reviewed individually. Assistance is available for qualified employees and their families. A list of resources may be obtained from the Chief of Police. All supervisors will be trained in their duties related to referrals for testing before this program begins. This will be done in order to insure fairness and consistency. Employees will receive substance awareness education from a qualified person to help identify problems and learn where to turn to for help. This will occur annually. Testing will be done through a local laboratory and through a federally certified laboratory that uses the highest level of care in ensuring that results are accurate. This process has been determined to be 100% accurate in detecting substances that, in sufficient quantity, lead to behaviors that may endanger the person or other employees. The certified lab will work closely with our local hospital to ensure fairness and accuracy. The lab will have a Medical Review Officer (MRO), a trained physician responsible for checking whether there is a valid reason for the presence of the substance in the employee’s system. When the MRO receives positive test results, the MRO will contact the employee and any appropriate health care provider to determine whether there is a valid reason for the presence of the drug in the person’s system. The testing program consists of an initial screening test. If the initial results are positive, then a second test is used. Cut-off levels for each drug and for alcohol are established based on federal guidelines. Cut-off levels are used to determine when an employee with a certain drug or alcohol in his/her system is considered a positive test. These cut-off levels come from federal guidelines and are fair for all employees. An employee’s violation of this Article will be reported to law enforcement.