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.
DRUG AND ALCOHOL TESTING. The employer reserves the right to introduce drug and alcohol testing during the life of this agreement. Prior to introduction of testing there will be reasonable consultation with the employees.
DRUG AND ALCOHOL TESTING. Section 1. Drug and alcohol testing shall be done in a fair and equitable manner in strict observance of all applicable laws and regulations. All employees subject to such testing shall be so informed.
a.) Employees who are called in to work outside of their regularly scheduled hours shall be provided the opportunity to acknowledge they have consumed alcohol within the previous four hours.
b.) The employees who make an acknowledgment under paragraph (a) may not be subject to disciplinary action and may not be assigned to perform a safety-sensitive function.
DRUG AND ALCOHOL TESTING. All testing will occur at a laboratory certified to conduct DOT testing. All testing expenses shall be paid by the Board, unless otherwise stated in this agreement. The test protocols contained in 49 CFR part 40 which apply to the reasonable suspicion testing mandated by OTETA, including the split sample, shall be used. The drug test used shall be the N.I.D.A.-like type and automatic M.R.O. (Medical Review Officer) review, including any revision to the N.I.D.A.-like test. The N.I.D.A.-like test currently detects amphetamines, cocaine, marijuana, opiates, and phencyclidine (PCP). Employees may request a split sample test. The employee will pay for the analysis of the split sample test at the time of the request. If the analysis of the split sample is below the current N.I.D.A.-like threshold, the Board will reimburse the employee the cost and the test shall be considered negative. The alcohol test used shall be the breath alcohol test. If an employee produces a positive breath alcohol test (.04 or above), he/she may request a blood alcohol test at employee expense. The Board will consider the results of all tests conducted before determining what, if any action to take. If the employee is unable to produce sufficient breath volume after three attempts, the employee may be directed by the Board to submit to a blood alcohol test at Board expense.
DRUG AND ALCOHOL TESTING. The County may require an individual to submit to a drug and alcohol test under the following circumstances.
DRUG AND ALCOHOL TESTING. 21.01 Voluntary use of controlled substances which cause intoxication or impairment poses risks to the students, the Board, the employee and other employees. Recognizing that substance abuse may be an illness, it is the Board’s goal to prevent and rehabilitate. However, this goal does not preclude an employee from being subjected to appropriate disciplinary action.
21.02 All bargaining unit employees will be informed of the Board’s testing policy before testing is administered. Employees will be provided with information concerning the impact of the use of controlled substances on job performance. Employees and supervisors will be trained to recognize the symptoms of substance abuse, impairment and intoxication. In addition, the Board shall inform the bargaining unit employees of the causes for conducting tests, how well the tests perform, when the tests will be conducted, what the tests can determine, and the consequences of testing positive for substance abuse. All newly hired bargaining unit employees will be provided with this information.
21.03 Employees will be subject to medical testing for alcohol and/or controlled substances under the following circumstances:
a. Reasonable suspicion by a supervisor concerning the appearance, behavior, speech or breath of an employee while on duty or scheduled for duty, unless the behavior is reasonably explained as resulting from causes other than the use of controlled substances (reports of substance abuse or aberrant behavior which is not confirmed by supervisory observation shall not constitute reasonable suspicion); or
b. Following a work-related accident which involved the loss of human life or any personal injury or where the employee receives a citation under state or local law for a moving traffic violation arising out of the accident; or
c. Random testing for those employees who drive Board owned vehicles (random selection shall be done in a manner consistent with the Department of Transportation regulations); or
d. Follow-up testing as directed by a Substance Abuse Professional (S.A.P.) for those employees who have had a confirmed positive test and who have returned to work; or
e. Return to Duty Testing for those employees who have tested positive and who must be evaluated by a S.A.P. or who have been relieved of duty for a positive test. If requested, an employee will sign a consent form authorizing the withdrawal of a specimen of blood or urine or the performance of a breath test and a release of the r...
DRUG AND ALCOHOL TESTING. VCSCOA and the County agree to implement the County of Ventura Drug and Alcohol Testing Policy with respect to transportation employees dated May 1, 1995.
DRUG AND ALCOHOL TESTING. The Village may require an employee to submit to urine and/or blood tests if the Village determines there is reasonable suspicion for such testing, and provides the employee with the basis for such suspicion in writing within 48 hours after the test is administered. The Village shall use only licensed clinical laboratories for such testing and shall be responsible for maintaining the proper chain of custody. The taking of urine samples shall not be witnessed unless there is reasonable suspicion to believe the employee is tampering with the testing procedure. If the first test results in a positive finding, a confirmatory test (GC/MS or a scientifically accurate equivalent) shall be conducted. An initial positive test result shall not be submitted to the Village unless a confirmatory test result is also positive as to the same sample. Upon request, the Village shall provide an employee with a copy of any test results which the Village receives with respect to such employee. A portion of the tested sample shall be retained by the laboratory so that the employee may arrange for another confirmatory test (GC/MS or a scientifically accurate equivalent) to be conducted by a licensed clinical laboratory of the employee’s choosing and at the employee’s expense. Once the portion of the tested sample leaves the clinical laboratory selected by the Village, the employee shall be responsible for maintaining the proper chain of custody for said portion of the tested sample. The results of any positive tests shall be made available to the Village. If an employee tests positive for the use of a proscribed drug (i.e., an illegal drug, contraband), the Village can take such action as the Village in its discretion deems appropriate. The first time an employee tests positive for substance abuse involving something other than a prescribed drug, the employee shall be required to enter and successfully complete the Village’s Employee Assistance Program (“EAP”) during which time the employee may be required to submit to random testing with the understanding that if the employee again tests positive the Village can take such action as the Village, at its discretion, deems appropriate. Notwithstanding the foregoing, the Village retains the right to take such action as the Village, in its discretion deems, appropriate if an employee consumes alcohol while on duty. The illegal use, sale or possession of proscribed drugs at any time while employed by the Village, abuse of prescribed d...
DRUG AND ALCOHOL TESTING. 15.3.1 Every employee of the District is expected to render service without being impaired or under the influence of alcohol or drugs of any kind. The safety and health of students, staff and the public require that every reasonable precaution be taken to discourage substance abuse to prevent impaired individuals from rendering services to the District.
15.3.2 It shall be the policy of the District to comply with the Drug Free Work Place Act and Title 49, CFR Parts 382, 391, 392 and 395 which specifically outline the Federal Omnibus Employee Testing Act of 1991.
15.3.3 The District will comply by contracting for oversight with a professional drug and alcohol testing management company, or by joining a consortium of local school districts to provide such oversight. All employees of the District who are required to hold a commercial driver license shall be subject to testing. Testing will be for alcohol and controlled substances at the following times and covers any safety sensitive function during any time in which the driver is actually performing, ready to perform, or immediately available to perform any safety sensitive function.
DRUG AND ALCOHOL TESTING. 16.1 The use, sale, transfer, purchase and/or possession of a controlled substance, alcohol and/or firearms at any time during the work day is prohibited.
16.2 Drug and alcohol testing shall be conducted in accordance with the substance abuse prevention policies set forth in the applicable Schedule A.