DRUG AND ALCOHOL POLICY AND PROCEDURES Sample Clauses

DRUG AND ALCOHOL POLICY AND PROCEDURES. The Drug and Alcohol Policy and procedures mutually agreed on by the parties is hereby incorporated by reference as though it were set out specifically and completely in this Agreement. Said policies and procedures are a part of this Agreement.
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DRUG AND ALCOHOL POLICY AND PROCEDURES. KiwiRail and the RMTU agree to the continuation of the Drug and Alcohol and Procedures review that followed the settlement of the 2014 Collective Agreement.
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DRUG AND ALCOHOL POLICY AND PROCEDURES. Section 26.1. The Trumbull County Children Services Board has a legal obligation to provide child welfare services to the children and families of Trumbull County when children are in danger because of abuse, neglect or dependency. As these services are provided by Agency staff members, all staff members must be able to perform their job responsibilities safely and efficiently, free from the effects of drugs, alcohol, or other job-impairing substances. Section 26.2. To accomplish this, the agency will follow the Trumbull County Drug and Alcohol Use Policy and Procedure. All employees will be provided with a copy of the policy within thirty (30) days of implementation of the policy and/or upon hiring. The Designated Employer Representative (DER) for Trumbull County Children Services will be the Human Resources Supervisor of the Trumbull County Children Services. The County’s Medical Review Officer (MRO) is a private consulting firm hired by the County. The word “county” in the section Specimen Collection Procedure, Sections A, B, C, and D, refers to Trumbull County Children Services. If the Trumbull County Commissioners change the County Drug and Alcohol Policy, or if there are changes in the DER or MRO, the agency will notify the Union Business Agent ten (10) calendar days from receipt.
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DRUG AND ALCOHOL POLICY AND PROCEDURES. 15.1 The company and employees agree to work together in developing policies and procedures for the management of the site free from the effects of alcohol, drugs, and abused substances on our workforce. This may include processes such as, but not limited to, drug and alcohol testing through pre-employment, voluntary, random methods, on suspicion, and or following an incident or accident. In generating these Policies and Procedures the intention is that the framework is seeking to provide a means to better ensure everyone’s Health and Safety at work free from the potentially increased risk of harm to employees from drug and alcohol abuse. 15.2 If the parties are unable to agree through consultation on appropriate policies and procedures, the employee or employees may pursue the matter in accordance with clause 12 of this agreement.
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DRUG AND ALCOHOL POLICY AND PROCEDURES. KiwiRail and the RMTU agree to move to saliva testing for all testing except for pre- employment and testing under rehabilitation agreements. The current method, which is urine testing, is part of our safety system and KiwiRail is required to seek a variation to this from NZTA. XxxxXxxx will follow this course of action.
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DRUG AND ALCOHOL POLICY AND PROCEDURES. The company and employees agree to work together in developing policies and procedures for the management of the site free from the effects of alcohol, drugs, and abused substances on our workforce. This may include processes such as, but not limited to, drug and alcohol testing through pre-employment, voluntary, random methods, on suspicion, and or following an incident or accident. In generating these Policies and Procedures the intention is that the framework is seeking to provide a means to better ensure everyone’s Health and Safety at work free from the potentially increased risk of harm to employees from drug and alcohol abuse. If the parties are unable to agree through consultation on appropriate policies and procedures, the company will implement policies and procedures determined itself, but being consistent with contemporary Australian industry standards.
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DRUG AND ALCOHOL POLICY AND PROCEDURES. For Employees Regulated by Federal DOT Regulations
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Related to DRUG AND ALCOHOL POLICY AND PROCEDURES

  • 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.

  • Policy and Procedures If the resident leaves the facility due to hospitalization or a therapeutic leave, the facility shall not be obligated to hold the resident’s bed available until his or her return, unless prior arrangements have been made for a bed hold pursuant to the facility’s “Bed Reservation Policy and Procedure” and pursuant to applicable law. In the absence of a bed hold, the resident is not guaranteed readmission unless the resident is eligible for Medicaid and requires the services provided by the facility. However, the resident may be placed in any appropriate bed in a semi-private room in the facility at the time of his or her return from hospitalization or therapeutic leave provided a bed is available and the resident’s admission is appropriate and meets the readmission requirements of the facility.

  • DRUG AND ALCOHOL FREE WORKPLACE 20.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.

  • Alcohol Policy Where contractually bound, the employer will apply the Drug and Alcohol Management Program (DAMP) as contained at Appendix M.

  • DRUG AND ALCOHOL TESTING Employees may be tested for drugs and/or alcohol pursuant to the provisions of the Employer's Drug and Alcohol Testing Policy which is attached hereto and made a part of this Agreement as if more fully set forth herein.

  • Safety Policy The City agrees to maintain in safe working condition all facilities and equipment furnished by the City to carry out the duties of each bargaining unit position, but reserves the right to determine what those facilities and equipment shall be. The Association agrees to work cooperatively in maintaining safety in the Xenia/Xxxxxx Central Communications Center.

  • Policies and Procedures i) The policies and procedures of the designated employer apply to the employee while working at both sites. ii) Only the designated employer shall have exclusive authority over the employee in regard to discipline, reporting to the College of Nurses of Ontario and/or investigations of family/resident complaints. iii) The designated employer will ensure that the employee is covered by WSIB at all times, regardless of worksite, while in the employ of either home. iv) The designated employer will ensure that the employee is covered by liability insurance at all times, regardless of worksite, while in the employ of either home. v) The designated employer shall have exclusive authority over the employee’s personnel files and health records. These files will be maintained on the site of the designated employer.

  • Workplace Safety Insurance 20.1 Each member covered by this Agreement who is absent on account of injuries received while on duty and who is receiving a pension, salary or wage award from the Workplace Safety and Insurance Board shall be entitled to be paid the difference between the pension wage and salary award from the Workplace Safety and Insurance Board and his or her current net salary as long as such member remains in the employ of the Niagara Police Board. This shall be applied such that the combination of any WSIB salary or wage award plus the employer top-up shall, in total, equal the net pay of the member's current salary. The non- economic loss portion of any WSIB pension payments shall not be considered as being a salary or wage award, and hence shall not form part of these calculations. Any member who does not comply with the provisions of the Workplace Safety & Insurance Act or Regulations thereto and subsequently receives a salary or wage award or an amount less than the prevailing maximum payable, due to such non-compliance, shall not receive from the Niagara Police Board the difference between the wage or salary award paid by the Workplace Safety & Insurance Board and his or her current net salary. For the purpose of this Clause, net pay shall be the pay for the rank of the member as shown in Appendix "A" less those deductions required under Government Statutes, pension plans and as provided for in this Agreement. 20.2 Subject to the terms of this Article, each member covered by this Agreement who is injured as a result of carrying out his/her duties shall not be deprived of his/her vacations or statutory holidays as a result thereof, and shall accumulate such vacation credits and statutory holidays as he/she might otherwise receive. 20.2.1 Each member shall be entitled to accumulate the float time that he/she might otherwise receive for a period of three (3) months following the injury. 20.2.2 In respect of members who have been off work and receiving WSIB benefits for less than two

  • COMPLIANCE WITH POLICIES AND PROCEDURES During the period that Executive is employed with the Company hereunder, Executive shall adhere to the policies and standards of professionalism set forth in the policies and procedures of the Company and IAC as they may exist from time to time.

  • NMHS Governance, Safety and Quality Requirements 2.1 Participates in the maintenance of a safe work environment. 2.2 Participates in an annual performance development review. 2.3 Supports the delivery of safe patient care and the consumers’ experience including participation in continuous quality improvement activities in accordance with the requirements of the National Safety and Quality Health Service Standards and other recognised health standards. 2.4 Completes mandatory training (including safety and quality training) as relevant to role. 2.5 Performs duties in accordance with Government, WA Health, North Metropolitan Health Service and Departmental / Program specific policies and procedures. 2.6 Abides by the WA Health Code of Conduct, Occupational Safety and Health legislation, the Disability Services Act and the Equal Opportunity Act.

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