DRUG AND ALCOHOL TESTING OF EMPLOYEES. In keeping with Occupational Health and Safety requirements, it has been agreed to by the parties to this Agreement that they will work towards an acceptable procedure for counselling employees reasonably suspected of drug or alcohol abuse where such abuse may contribute toward workplace safety.
DRUG AND ALCOHOL TESTING OF EMPLOYEES. 5.4.1 Where there is a reasonable suspicion that an employee is under the influence of alcohol or drugs while on duty, the supervisor shall have a representative of Airport management and a Union Representative observe the employee in question. If the suspicion is confirmed, the employee shall be required to take a drug and/or alcohol test.
5.4.2 An employee who tests .04 or greater on a breath alcohol test or who tests positive for a controlled substance shall not be permitted to return to work until he/she has been evaluated and complied with any rehabilitation recommended by a qualified substance abuse professional. A list of names will be provided by the Human Resources Department. There shall be a pre-disciplinary hearing convened to determine the appropriate course of action. Also before returning to work, the employee must have a negative result on a return to duty alcohol and/or drug test (depending upon which was failed), and must sign a return to work contract with the Airport for a period of time not less than two (2) years nor more than five (5) years. If there should be a further violation during the contract period, the initial violation that gave rise to the contract will be coupled with the second violation, and the employee shall be subject to disciplinary action up to and including discharge for the two (2) violations. Conversely, if the employee completes the program and there is no further violation within two (2) years of the end of the contract, there shall be no record kept of the offense giving rise to the pre-disciplinary hearing.
5.4.3 An employee who has a breath alcohol reading greater than .00 but less than .04 shall not be permitted to return to work until the supervisor contacts a representative of Airport management and the employee's Union Representative to determine the employee's appropriate duty status during the upcoming hours. If the decision of the supervisor is to return the employee to work, the employee must not operate vehicles or power equipment.
5.4.4 No employee shall deliberately adulterate a urine sample, refuse to take a directed alcohol or drug test or refuse to provide urine. If the employee should refuse to take an alcohol test, there will be a presumption that the employee has a positive reading of .04 or greater alcohol concentration. If the employee should refuse to take a drug test or to provide urine, or if the employee deliberately adulterates a urine sample, there shall be a presumption that the em...
DRUG AND ALCOHOL TESTING OF EMPLOYEES. 20 Section 18.1 General Statement of Policy 20 Section 18.2 Definitions 21 Section 18.3 Prohibitions 21 Section 18.4 Drug and Alcohol Testing Upon Reasonable Suspicion. 21 Section 18.5 Pre-Employment Drug and Alcohol Testing 22 Section 18.6 Test to be Conducted 22 Section 18.7 Positive Test Results 23 Section 18.8 Confidentiality of Test Results 23 Section 18.9 Voluntary Employee Assistance 23 Section 18.10 Right to Contest 24 ARTICLE XIX TERM OF AGREEMENT AND LEGALITY CLAUSES 24 Section 19.1 Complete Agreement 24 Section 19.2 Savings Clause 25 Section 19.3 Term of Agreement 25 APPENDIX A DUES AUTHORIZATION FORM 26 APPENDIX B 27 PREAMBLE This Agreement entered into by the Village of Itasca, Illinois (hereinafter referred to as the “Village” or the “Employer”), and the Illinois Fraternal Order of Police Labor Council, representing sworn officers of Itasca Lodge No. 53 (hereinafter referred to as the “Council” or “Lodge”), has as its basic purpose the promotion of harmonious relations between the Employer and the Lodge; the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of an entire agreement covering rates of pay, hours of work and conditions of employment applicable to bargaining unit employees. In consideration of the mutual promises, covenants and Agreement contained herein, the parties hereto, by their duly authorized representatives and/or agents, do mutually covenant and agree as follows:
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DRUG AND ALCOHOL TESTING OF EMPLOYEES. 26 Section 20.1 General Policy Regarding Drugs and Alcohol 26 Section 20.2 Definitions 27 Section 20.3 Pre-Employment 28 Section 20.4 Prohibitions 28 Section 20.5 Administration of Tests 29 Section 20.6 Testing Procedures 30 Section 20.7 Positive Test Results 31 Section 20.8 Voluntary Request for Assistance and Rehabilitation 31 ARTICLE 21 SAVINGS CLAUSE 32 ARTICLE 22 WORKING CONDITIONS, SAFETY AND HEALTH 32 Section 22.1 Personal Protective Clothing and Equipment 32 Section 22.2 Safety 32 ARTICLE 23 ENTIRE AGREEMENT 33 ARTICLE 24 TERM OF AGREEMENT 33 APPENDIX A - PAY SCHEDULES 34
DRUG AND ALCOHOL TESTING OF EMPLOYEES. Members of the bargaining unit may be required to submit to a drug or alcohol test under certain circumstances as described herein. The appropriate use of prescribed drugs that are legal under both State and Federal law and non-prescription medications are not prohibited. The misuse or abuse of prescription and/or non-prescription drugs while performing job duties is prohibited and the use of these drugs must adversely affect an employee’s ability to perform required work. The failure, refusal, or tampering with a drug or alcohol test may result in discipline, up to and including dismissal.
24.5.1 Random Testing for Safety Sensitive Positions NMHU will maintain a list of the safety sensitive positions and will provide the Association a copy upon written request. Members of the bargaining unit in safety sensitive positions are expected to refrain from the illegal use of drugs and alcohol on and off duty. Safety Sensitive positions include but are not limited to employees who operate, repair, and maintain passenger-carrying motor vehicles; employees who work with machinery, tools, 6ft ladders, and lifts; and drivers of commercial vehicles, bus drivers, or other employees who operate vehicles, which transport students, or employees. Human Resources may designate additional safety sensitive positions. Each bargaining unit member in safety sensitive positions will acknowledge in writing that the employee has received and read a notice that the employee’s position has been designated for random drug and alcohol testing and that the refusal to submit to testing shall result in disciplinary action, up to and including dismissal. If the employee refuses to sign the acknowledgement form, the employee’s supervisor will document on the acknowledgement form that the employee received the notice but refused to sign. The acknowledgement will be forwarded to Human Resources and the failure to sign the notice will not preclude employee testing under this agreement.
DRUG AND ALCOHOL TESTING OF EMPLOYEES. The Employer shall have the right with probable cause to have any transportation employee tested for the use of any controlled substance in accordance with the provisions of federal and state statutes and regulations. Drivers will be paid a minimum of one (1) hour each time that they are directed to have a drug and alcohol test performed at their regular rate of pay as set forth in Appendix B.
