Common use of DRUG AND ALCOHOL PROGRAM Clause in Contracts

DRUG AND ALCOHOL PROGRAM. It is the policy of both the signatory Employers and the Union to eliminate, insofar as it is possible, the safety and health hazards associated with drug and alcohol use as it relates to the performance of work covered by this Agreement. To that end, pre-hire drug and alcohol testing is permitted and the following after-hire program is established: A. An employee whose work performance and/or behavior indicates that he/she is under the influence of alcohol or drugs may be required by the Employer to submit to drug and/or alcohol testing at the Employer's expense to determine his/her fitness to remain on the job. B. Reasonable grounds to believe that an employee is under the influence of alcohol or drugs, includes abnormal coordination, appearance, behavior, speech or odor. C. Employees required to take a test shall be taken by a company employee to the nearest qualified hospital or nearest qualified testing facility where such test shall be taken. D. If the test confirms the belief that the employee's work performance is impaired by the use of alcohol or drugs, the Employer may discipline such employee up to and including discharge. E. In the event the employee is discharged for drug or alcohol impairment, the Employer shall notify the Union in writing recommending that such employee be counseled to seek rehabilitative assistance. F. If the employee's test results indicate that he/she was not impaired by drug or alcohol use, the employee shall be returned to the job and paid for any lost time. G. Refusal to submit to a test upon the reasonable request of the Employer shall subject such employee to immediate termination. H. Impairment resulting from drugs prescribed by a licensed California physician as part of the course of treatment shall not be cause for discharge pursuant to this policy. I. Any employee who successfully completes an alcohol or drug rehabilitation program J. As this policy implements a pilot program, either the Union or the Employer may upon thirty (30) days written notice request that this Section be reopened for further modification as experience warrants. K. If a different Drug and Alcohol policy is agreed to by the Union it will be adhered to at the job sites where it is applicable.

DRUG AND ALCOHOL PROGRAM. It is In the policy event that testing shall reveal the presence of both either alcohol or illegal drug in such employee's breath, blood and/or urine at the signatory Employers and time of testing beyond the Union accepted levels, that employee shall be required to eliminate, insofar as it is possible, the safety and health hazards associated with submit to an immediate evaluation by an approved drug and alcohol use program for possible alcohol and/or substance abuse problems. Pending such evaluation the employee shall be placed on immediate suspension without pay. After the evaluation such employee shall be required, as it relates a condition of continued employment, to enter and participate in such treatment programs as shall be recommended by the performance of work covered by this Agreement. To that end, pre-hire approved drug and alcohol testing is permitted program and shall be placed upon medical leave of absence, without pay, except to the extent that such employee shall use accumulated sick time or vacation time during such medical leave of absence. If, after evaluation, the approved drug and alcohol program counselor recommends outpatient treatment for the employee and certifies that the employee does not present a risk to others in the work place, the employee shall be allowed to return to work provided that employee furnishes satisfactory verification of attendance at such outpatient treatment sessions to the employer and the following after-hire employee can fulfill the requirements of the job. Upon the Program Administrator's certification of successful completion of the recommended drug or alcohol treatment program is established: A. An and determination that the employee whose does not present a risk to others in the work performance and/or behavior indicates that he/she is under place, the influence employee shall be permitted to return to employment provided he can fulfill the requirements of alcohol or drugs may the job. Thereafter, such employee shall be required by the Employer subject to submit to regular drug and/or and alcohol testing at the Employer's expense to determine his/her fitness to remain on the job. B. Reasonable grounds to believe that an employee is under the influence of alcohol or drugs, includes abnormal coordination, appearance, behavior, speech or odor. C. Employees required to take a test at such intervals as shall be taken by a company employee to the nearest qualified hospital or nearest qualified testing facility where such test shall be taken. D. If the test confirms the belief that the employee's work performance is impaired recommended by the use of approved drug and alcohol or drugs, program in consultation with the Employer may discipline such employee or up to and including discharge. E. In the event the employee is discharged for drug or alcohol impairment, the Employer shall notify the Union in writing recommending that such employee be counseled to seek rehabilitative assistance. F. If the employee's test results indicate that he/she was not impaired by drug or alcohol use, the employee shall be returned to the job and paid for any lost time. G. Refusal to submit to a test upon the reasonable request one year period after completion of the Employer shall subject such employee to immediate termination. H. Impairment resulting from drugs prescribed by a licensed California physician as part of the course of treatment shall not be cause for discharge pursuant to this policy. I. program. Any employee who shall fail to participate in and/or successfully completes an complete such treatment program, including recommended after-care, as shall be recommended by the approved drug and alcohol program, or drug rehabilitation program J. As this policy implements a pilot shall thereafter test positive within one (1) year after the completion of the treatment program, either during after-care testing, or any other type of testing set out in this policy statement, shall be subject to immediate discharge. Agreed to this / Teamsters Local/#214: Xxxxxx CPofeiis Managing Director Xxxxxxx X. XxXxxx Human Resources Director Business Representative Revised 11/28/95/negot'ns Revised 8/31/92/md Rev/Corr ll/4/98/(negot'ns)wbm DRUGFREE.POL MEMORANDUM OF UNDERSTANDING SUPPLEMENT TO DRUG-FREE WORKPLACE POLICY In that the Union or U. S. Department of Transportation (USDOT) has established additional regulations effecting holders of Commercial Drivers' Licenses (CDLs), we hereby add the Employer may upon thirty (30) days written notice request that this Section be reopened for further modification as experience warrants. K. If a different Drug and Alcohol policy is agreed following procedures to by the Union it will be adhered to at the job sites where it is applicable.our existing policy:

DRUG AND ALCOHOL PROGRAM. It is the policy of both the signatory Employers Employer and the Union to eliminate, insofar as it is possible, the safety and health hazards associated with drug and alcohol use as it relates to the performance of work covered by this Agreement. To that end, project owners may require pre-hire drug and alcohol testing is permitted testing. The Employer and the Union hereby adopt the provisions of the United Association/Mechanical Contractors Association of America Statement on Workplace Substance Abuse Testing and Treatment, as set forth in Appendix E. The following after-hire program is established:. A. An employee whose work performance and/or behavior indicates that he/she is under the influence of alcohol or drugs may be required by the Individual Employer to submit to drug and/or alcohol testing at the Individual Employer's ’s expense to determine his/her fitness to remain on the job. B. Reasonable grounds to believe that an employee is under the influence of alcohol or drugs, includes observation of abnormal coordination, appearance, behavior, speech or and odor. C. Employees required to take a test shall be taken by a company employee representative of the Individual Employer to the nearest qualified hospital or nearest qualified testing facility where such test shall be taken. D. If the test confirms the belief that the employee's ’s work performance is impaired by the use of alcohol or drugs, the Individual Employer may discipline such employee up to and including discharge. E. In the event the employee is discharged for drug or alcohol impairment, the Individual Employer shall notify the Union in writing recommending that such employee be counseled to seek rehabilitative assistance. F. If the employee's ’s test results indicate that he/she was not impaired by drug or alcohol use, the employee shall be returned return to the job and be paid for any lost time. G. Refusal to submit to a test upon the reasonable request of the Individual Employer shall subject such employee to immediate termination. H. Impairment resulting from drugs prescribed by a licensed California physician as part of the course of treatment shall not be cause for discharge pursuant to this policy. I. Any employee who successfully completes an alcohol or drug rehabilitation programprogram recognized by the Plumbers & Steamfitters Local 343 Managed Health Care Trust Fund shall not be discriminated against and shall be eligible for rehire. J. As this policy implements a pilot program, either the Union or the Employer may upon thirty (30) days written notice request that this Section be reopened for further modification as experience warrants. K. If a different Drug and Alcohol policy Policy is agreed to by the Union Union, it will be adhered to at the job sites jobsites where it is applicable.