Common use of DRUG AND ALCOHOL-FREE WORKPLACE PLAN Clause in Contracts

DRUG AND ALCOHOL-FREE WORKPLACE PLAN. Section 1. It is the responsibility of all City employees to abide by the terms of the City's Drug and Alcohol-Free Workplace policies as a condition of employment. Any violations or noncompliance with these policies will subject an employee to disciplinary action up to and including termination. The extent and type of action taken with an employee who violates these policies will be based upon: A. The seriousness of the violation or offense; B. The employee's past employment and performance record; C. The impact of the violation upon the employee's future job performance; and D. The employee's willingness to participate in controlled substance or alcohol abuse assistance and rehabilitation. Section 2. It is mutually agreed that the City and the Union will encourage employees to seek assistance whenever necessary to overcome a drug or alcohol abuse problem. The City provides access to controlled substance and alcohol abuse counseling and rehabilitation through the City's Employee Assistance Program (EAP) for all of its full- time employees. Employees needing help in dealing with such problems are encouraged to use the Employee Assistance Program and health insurance plan to aid them in overcoming their illness. Conscientious efforts to seek such help will not jeopardize any employee's job, and contacts with the EAP, initiated only by the employee, will not be known or noted in any personnel record. Section 3. The City's Drug and Alcohol-Free Workplace Plan insofar as it impacts the terms and conditions of employment for employees covered by this agreement, shall not be modified unless negotiated with the Union. The City reserves the right to make modifications as may be required by law, and agrees to notify and discuss such modifications with the Union whenever such modifications are required which may impact the terms or conditions of employment of employees covered by this agreement. Section 4. The City of Xxxxxxxx may request that the employee undergo drug and alcohol testing if there is a “reasonable suspicion” that the employee is believed to be under the influence of drugs or alcohol during working hours. “Reasonable suspicion” means an articulable belief based on specific facts and reasonable inferences drawn from those facts that an employee is under the influence of drugs or alcohol. Circumstances which constitute a basis for determining reasonable suspicion may include, but are not limited to:

DRUG AND ALCOHOL-FREE WORKPLACE PLAN. Section 1. It is the responsibility of all City employees to abide by the terms of the City's Drug and Alcohol-Free Workplace policies as a condition of employment. Any violations or noncompliance with these policies will subject an employee to disciplinary action up to and including termination. The extent and type of action taken with an employee who violates these policies will be based upon: A. The seriousness of the violation or offense; B. The employee's past employment and performance record; C. The impact of the violation upon the employee's future job performance; and D. The employee's willingness to participate in controlled substance or alcohol abuse assistance and rehabilitation. Section 2. It is mutually agreed that the City and the Union will encourage employees to seek assistance whenever necessary to overcome a drug or alcohol abuse problem. The City provides access to controlled substance and alcohol abuse counseling and rehabilitation through the City's Employee Assistance Program (EAP) for all of its full- full-time employees. Employees needing help in dealing with such problems are encouraged to use the Employee Assistance Program and health insurance plan to aid them in overcoming their illness. Conscientious efforts to seek such help will not jeopardize any employee's job, and contacts with the EAP, initiated only by the employee, will not be known or noted in any personnel record. Section 3. The City's Drug and Alcohol-Free Workplace Plan insofar as it impacts the terms and conditions of employment for employees covered by this agreement, shall not be modified unless negotiated with the Union. The City reserves the right to make modifications as may be required by law, and agrees to notify and discuss such modifications with the Union whenever such modifications are required which may impact the terms or conditions of employment of employees covered by this agreement. Section 4. The City of Xxxxxxxx may request that the employee undergo drug and alcohol testing if there is a “reasonable suspicion” that the employee is believed to be under the influence of drugs or alcohol during working hours. “Reasonable suspicion” means an articulable belief based on specific facts and reasonable inferences drawn from those facts that an employee is under the influence of drugs or alcohol. Circumstances which constitute a basis for determining reasonable suspicion may include, but are not limited to: