DRUG AND ALCOHOL. FREE WORKPLACE POLICY
DRUG AND ALCOHOL. (a) In the event Distributor takes delivery of Products from Global at Global’s (or its Affiliates’) facilities or any third-party facilities which Global grants Distributor access to, the following provisions of this Section shall apply. Distributor and Distributor’s employees, agents and contractors shall not enter any such facilities while under the influence of alcohol or any controlled substance. Distributor, its employees, agents and contractors shall not use, possess, distribute or sell illicit or unprescribed drugs in connection with any activity performed under this Agreement. Distributor, its employees, agents and contractors shall not use, possess, distribute or sell alcoholic beverages at any time while performing activities under this Agreement. Distributor has adopted or will adopt its own policy to assure a drug and alcohol free workplace while performing activities under this Agreement.
(b) Distributor will remove any of its employees, agents or contractors from performing activities hereunder any time there is suspicion of alcohol or drug use, possession or impairment involving such employee, agent or contractor, and at any time an incident occurs in performing activities hereunder where drug or alcohol use could have been a contributing factor. Global has the right to require Distributor to remove Distributor’s employees, agents or contractors from Global’ or its Affiliates Facilities or any third party facilities which Global grants Distributor acces to at any time cause exists to suspect alcohol or drug use by such employees, agents or contractors. In such cases, Distributor’s employee, agent or contractor may be considered for return to such facilities only if the Distributor certifies as a result of a for cause test, conducted immediately after removal, that said employee, agent or contractor was in compliance with the provisions of this Section. Distributor will not use an employee, agent or contractor to perform activities hereunder who either refuses to take, or tests positive in, any alcohol or drug test.
(c) Global may, without prior notice, search the person, possession and vehicles of Distributor’s employees, agents and contractors that are on the premises owned, or controlled or accessed by Global (or its Affiliates). Any person who refuses to cooperate with such search will be removed from the premises and will not be allowed to return. Distributor will replace any of its employees, agents or contractors at Global’s request.
...
DRUG AND ALCOHOL. The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Government incidents or while performing an assignment. • Being impaired or under the influence of legal or illegal drugs or alcohol away from the Government incident, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Government’s reputation. • Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from the Government incident, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Government’s reputation. • The presence of any detectable amount of prohibited substances in the employee's system while at work, while on the premises of the Government, or while on Government business. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the employee. • The Government will conduct drug and/or alcohol testing under any of the following circumstances: • RANDOM TESTING: Employees may be selected at random for drug and/or alcohol testing at any interval determined by the Government.
DRUG AND ALCOHOL. Employees will follow the terms and conditions of the Employer’s Drug and Alcohol policy. The Employer agrees to the following declaration of intent as to the application of that policy to the Union and its members:
(a) Employees will be responsible for consulting with their pharmacist or health care provider if they reasonably believe that a prescription or non-prescription drug could impair their ability to safely and competently perform their essential job functions. This also includes consulting with their pharmacist or health care provider about potential drug interactions if they are taking more than one kind of medication. If there are any such side effects, the employee must promptly notify Human Resources before performing or continuing to perform their job duties. The employee does not need to disclose the medical condition for which the medication is being taken unless the Employer determines that this is necessary to comply with its legal obligations, such as FMLA/OFLA purposes or reasonable accommodations. In the event the Employer has a reasonable basis to believe the employee cannot safely and competently perform their essential job functions, medical verification of the ability to safely perform essential job functions may be required before they are allowed to continue their work assignment. If the Employer requires a medical verification, the employee may seek a medical opinion within twenty-four (24) hours from a licensed healthcare provider selected by the employee. If the employee is given a medical verification that they are able to safely and competently perform their essential job functions, the employee may return to work and will be paid regular time, and not be required to use accumulated leave or unpaid leave for this absence. The Employer will pay any employee expense not covered by health insurance, for such examination. The use of marijuana under state law (including medical and/or recreational marijuana laws) is unlawful under federal law, and is considered to be a violation of the Employer’s policy. Employees are expected to comply with state and federal laws regarding drugs and alcohol. The Employer does not excuse or accommodate marijuana use. Employees who believe they need some other accommodation for a disability should contact the Human Resources Manager to discuss available options. Although the lawful use of medication (other than marijuana) that has been prescribed to an employee, or over-the-counter medications is...
DRUG AND ALCOHOL. FREE WORKPLACE It is the policy of the Bloomfield-Mespo Board of Education to maintain a drug and alcohol free workplace.
DRUG AND ALCOHOL a. Flight Attendants are subject to drug testing under the FARs or other applicable laws or regulations, and by company policy.
b. Should a Flight Attendant’s D/A test result be positive, the second sample shall be tested upon the Flight Attendant’s request. In the event the second sample is analyzed because of a positive result on sample number 1, the Flight Attendant shall be held out of service and placed on unpaid administrative leave until the results of the second sample are returned. In the event the second sample is returned and is not positive the unpaid leave will be converted to paid leave.
DRUG AND ALCOHOL. FREE WORKPLACE 40
DRUG AND ALCOHOL. FREE WORKPLACE ORGANIZATION shall comply with all applicable federal, state, and local laws regarding smoke free and drug free work places and shall make a good faith effort to ensure that any of its employees or permitted subcontractors engaged in the work being performed hereunder do not purchase, transfer, use or possess illegal drugs or alcohol or abuse prescription drugs in any way.
DRUG AND ALCOHOL. FREE WORKPLACE The parties desire to provide a safe and productive work environment. The parties believe that the use, possession and/or distribution of illegal/unauthorized drugs and alcohol presents a serious threat to the safety of employees, visitors and others at the job site, or other premises owned, leased, or occupied by Purchaser. All Seller’s and Seller’s Vendors' and Subcontractors' employees associated with the Work under this Agreement must agree to compliance with Purchaser's drug and alcohol policy [Number 1200-2, dated September 11, 1995] including: (1) while on or entering the Site or other premises owned, leased, or occupied by Purchaser, search of personal and professional possessions, including but not limited to automobiles, trucks, briefcases, lunchboxes, and person for illegal drugs. Failure to consent to such search shall be grounds for immediate removal from the Site or other premises owned, leased, or occupied by Purchaser; (2) drug testing at any time while on the Site or other premises owned, leased or occupied by Purchaser. Failure to do so or failing any such test shall be grounds for immediate removal from the Site or other premises owned, leased, or occupied by Purchaser; and (3) failure of a Seller’s or Vendor's employee to agree and abide by these requirements will be grounds for immediate removal from the job site or other premises owned, leased, or occupied by Purchaser from any work associated with the Scope of Work under this Agreement. ARTICLE XIX. MISCELLANEOUSARTICLE XIX. MISCELLANEOUS 29.1
DRUG AND ALCOHOL. FREE WORKPLACEARTICLE XXVIII.
