Drug and Alcohol Policy. 67.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time) contained in Appendix G.
67.2 The Employer may refer an Employee affected by drugs or alcohol to the services provided by Incolink.
Drug and Alcohol Policy. 66.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time)
Drug and Alcohol Policy. 65.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time) contained in Appendix H. The Employer may refer an Employee affected by drugs or alcohol to the services provided by Incolink.
66.1 The Parties recognise that everyone is entitled to work in an environment that is free of discrimination, harassment and bullying. It is the Employer’s responsibility to ensure it complies with relevant legislative requirements including the Equal Opportunity Act 2010 (Vic).
66.2 Accordingly, the Parties agree to the Sexual Harassment principles in
66.3 In accordance with those principles the following points will be covered in the Employer’s on site induction:
(a) It is everyone’s responsibility to respect women’s right to work without having to experience unacceptable behaviour.
(b) Disrespectful actions and behaviours which express power inequalities between women and men and cause physical, sexual, psychological or economic harm to women are unacceptable on site.
(c) Unacceptable behaviours that women face in the workplace include:
(i) stalking and intimidation;
(ii) threats and verbal abuse;
(iii) ostracism;
(iv) rude gestures and put downs;
(v) offensive language and imagery;
(vi) sexual innuendo / insinuations;
(vii) sexual suggestions and/or unwanted advances; and
(viii) sexual assault.
(d) These behaviours at work present serious OHS risks which may cause significant physical and psychological injury.
(e) This respect must also be extended to other visitors to the site and members of the public.
Drug and Alcohol Policy. EMPLOYEE agrees to abide by the terms of the Extended Systems Drug and Alcohol Policy. Receipt of Drug and Alcohol Policy is hereby acknowledged. /s/ HL (Employee Initials).
Drug and Alcohol Policy. Incorporated herein and made a part of this Agreement are the provisions of the Employer’s written Drug and Alcohol Policy.
Drug and Alcohol Policy. Tenants shall abide by University policies, procedures and regulations and local, state and federal laws regarding alcohol and drug use, including the following: The possession, use, sale, or distribution of any controlled substance, illegal drug, or related paraphernalia is prohibited. Students alleged to be involved with drugs in or around the residence halls will be referred to the UM Department of Resident Life’s Office of Rights and Responsibilities. The case will be resolved in accordance with the Office’s adjudication process set forth in the Community Living handbook and in the UMD Code of Student Conduct. Where applicable, sanctions will address both the Tenant’s lease status and the student status of the respondent. Violations of the drug policy may result in Immediate Housing Termination and Suspension or Expulsion from the University. In cases where the respondent is not deemed to be an immediate threat to the campus community, an alternate sanction, in conjunction with a substance abuse intervention that may include classes and random drug testing (at the individual’s expense) may be granted. The possession/use of alcohol by minors is prohibited. Kegs and common sources of alcohol are prohibited. Parties involving alcohol are prohibited. The sale of alcohol is prohibited. Possession of alcohol in common areas such as, but not limited to, hallways, lobbies, and lounges, is prohibited for all.
Drug and Alcohol Policy. The Drug and Alcohol Policy will be in accordance with Board Policy 2400.
Drug and Alcohol Policy. The parties agree to adopt the Construction Industry of British Columbia Substance Abuse Testing and Treatment Program Policy.
Drug and Alcohol Policy. The drug and alcohol policy contained below shall apply. • Employees shall be trained and inducted in any drug and alcohol policies that apply to them. Failure to do so shall mean that such policy cannot be used against them. • Notwithstanding the above, the following Drug and Alcohol principles shall apply: • Where practicable, self-testing shall be available for both drugs and alcohol. • Drug testing may be undertaken by oral fluid testing. The equipment used to perform the test shall be used, tested and calibrated to the manufacturer's instructions and certified to AS 4760 (Processes for specimen collection and the detection and quantitation of drug in oral fluid). In the event drug testing utilises other than oral fluid testing, the type of test must be one that establishes that that the employee has recently used (within 48 hours) drugs and is impaired in relation to the performance of their role. • Alcohol testing may only be done by use of an Accredited Breath Test device. The device must be calibrated and meet the minimum requirements of AS3547. • Drug and Alcohol testing shall not be used to unfairly target employees.
Drug and Alcohol Policy. Where the owner/client utilizing the trade craft of Ironworker as outlined in this agreement has a pre-access drug and/or alcohol screening as part of their employment protocol, the Ironworkers referred to work in these areas will comply with said program. It is understood however, that no cost will be borne by either the local union or the individual member for the compliance with this policy.
