DRUG AND ALCOHOL ABUSE. 6.7.1 Drugs and Alcohol are a Workplace Hazard
DRUG AND ALCOHOL ABUSE. 2.9.1 As safety is of paramount concern to the parties to this Agreement, it is acknowledged that drugs and alcohol have an impact on each Employee’s performance in relation to their performance in the workplace and that Employees affected by drugs or alcohol are a safety hazard to other Employees.
2.9.2 In the event that the Employer has reasonable cause to believe that an Employee is affected by drugs or alcohol, the Employer may either:
(i) instruct the Employee to cease work for the remainder of that day, or
(j) request that the Employee undertake an appropriate drugs test at the expense of the Employer and the Employee hereby consents to abide by such request.
2.9.3 A repeated contravention of Clause 2.9.2 will be considered to be grounds for dismissal in accordance with Clause 2.11.5 (Termination of Employment) of this Agreement.
2.9.4 Should the Employer have reasonable cause to believe that the Employee is affected by drugs or alcohol it is hereby accepted that the Employer may request and the Employee will submit to reasonable drug testing at the expense of the Employer.
DRUG AND ALCOHOL ABUSE. Seller shall be solely responsible for its employees and subcontractors, and their employees, regarding drug and alcohol abuse. Controlled substances and alcohol are prohibited on Buyer's properties. The use, possession or sale of controlled substances or alcohol while on Buyer's properties will result in disciplinary action, including removal from the job site. The use of controlled substances and/or alcohol while off Buyer's property in a manner that adversely affects an employee's job performance or public perception of Buyer is not acceptable and will result in disciplinary action, including removal from the job site. Cost of testing shall be borne by Seller.
DRUG AND ALCOHOL ABUSE a. Drug Free Workplace The Board will comply with the Drug Free Workplace Act of 1988. The Board, through the administration, shall develop and implement a drug-free awareness program, and at a minimum, take whatever actions are necessary and appropriate in order to comply with the Act. The unlawful manufacture, distribution, possession, sale or use of a controlled or illegal substance or alcoholic beverage is prohibited on or at all district buildings and properties, work areas, school-owned or school- approved vehicles, and at school-sponsored or school-approved activities, events or functions, such as field trips or athletic events which occur off school property. An employee who violates these prohibitions may be subject to disciplinary action as provided by Article XI of this Agreement, and/or may be required to satisfactorily participate in a drug assistance or rehabilitation program. The Board also authorizes and directs the establishment of an employee assistance program that will be available to district employees. Drug counseling shall be one of the services available through the employee assistance program. The program shall be established by mutual agreement between the District and the Union.
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DRUG AND ALCOHOL ABUSE. 32.1 The Board and the Association agree that the workplace should be free from drug and alcohol abuse. Employees of the District cannot work safely and productively if they report for work or work while they are under the influence of alcohol or drugs. Moreover, the presence of substance abuse, controlled substances and related activities within the District is inconsistent with the District's educational goals and responsibilities. For these reasons, and the requirements of the Federal Drug-Free Workplace Act and the Drug-Free Schools and Communities Act Amendments of 1989, the parties are committed to maintaining a work and educational environment free of controlled substances and alcohol. In order to achieve these objectives, the parties agree to the following terms.
32.2 The manufacture, use, possession, distribution, sale or offering for sale or distribution of a controlled substance by an employee while on District premises, while engaged in District business, or while participating in or attending a District activity is prohibited. Reporting to work, working or otherwise being on District premises or at a District activity while under the influence of a controlled substance is also prohibited. The use and possession of controlled substances as prohibited by this provision does not apply to use and possession pursuant to the direction of a licensed health care professional or as otherwise authorized by federal law. Furthermore, any employee convicted of violating any criminal drug statute related to conduct occurring in the workplace must report that conviction to the Superintendent, or his designee, in writing within three (3) calendar days after the conviction. Reporting to work, working or otherwise being on District premises or at a District activity while under the influence of alcohol is absolutely prohibited. The possession of alcohol, in sealed or unsealed containers (excluding sealed containers in personal vehicles) on District premises is also prohibited, as is the unauthorized consumption or distribution of alcohol be permitted while participating in or attending any District activity involving students.
DRUG AND ALCOHOL ABUSE. The Company and the Union recognize that alcoholism and drug abuse are illnesses that can be treated. The Company recognizes the importance of a continuous co-operative effort between the Company representatives and the officials of the Union to deal with substance abuse. It would be appropriate for the Union and the Company to periodically monitor these problems and the structure and effectiveness of the programs available, with a view to providing assistance to addicted employees, consistent with these employees' attitudes toward their problems. It is understood that the programs such as "BRENTWOOD" exist for the purpose of assisting employees who are in need of assistance and continue on a course of treatment consistent with the stipulation of the program. Nothing in this statement is to be interpreted or construed as a waiver of management's rights to maintain discipline in any case of misconduct which may result from or be associated with the use of alcohol and drugs. The Company will submit Sickness and Accident claims for employees who are undergoing a prescribed rehabilitation program from drug and alcohol abuse, in accordance with the Sickness and Accident Plan. The decision to allow such a claim rests solely with the Insurance carrier and the Company has no obligation to do anything but submit the claim.
DRUG AND ALCOHOL ABUSE. The parties recognize that the safety of all employees may be affected by the hazards that drug and alcohol abuse creates in the workplace. As a deterrent, and to enhance a safe work environment, the Company shall have the right to drug test and alcohol test new hires, employees recalled from layoff, employees with work related injuries, employees involved in damage to Company property and employees on the basis of reasonable suspicion. The Company shall have the right to discipline employees based on the results of such tests. The program implemented by the Company will be subject to the grievance and arbitration procedure on the basis of the reasonableness and/or its application in a specific case.
DRUG AND ALCOHOL ABUSE a. Drug Free Workplace
DRUG AND ALCOHOL ABUSE. 36.1 As safety is of paramount concern to the parties to this agreement, it is acknowledged that drugs and alcohol have an impact on the Employee’s ability to perform the Employee’s work without risk to the Employee, or to patients, or to the Employee’s fellow work mates and the public in general.
36.2 Furthermore, in the event that the employer has reasonable cause to believe that the Employee is affected by drugs or alcohol, the Employer may instruct the Employee to cease work for the remainder of that day, with loss of pay for that day.
36.3 A repeat of the aforementioned conduct during working hours may constitute serious misconduct, which in turn may lead to summary dismissal.
