DRUG AND ALCOHOL TESTING POLICY. The Parties shall adopt the Drug and Alcohol Testing Policy attached hereto as Attachment C, which is the exclusive Drug and Alcohol Testing Policy for Covered Projects.
DRUG AND ALCOHOL TESTING POLICY. The Parties recognize the problems that drug and alcohol abuse have created in the construction industry and the need to develop drug and alcohol abuse prevention programs. Accordingly, the Parties agree that in order to enhance the safety of the workplace and to maintain a drug and alcohol-free work environment, individual Contractors shall require applicants or employees to undergo drug and alcohol testing in accordance with this PLA and this policy, Attachment C – Drug and Alcohol Testing Policy, hereafter “Policy.”
DRUG AND ALCOHOL TESTING POLICY. This addendum incorporates the City of Xxxxxx Drug Abuse Policy and Drug Free Work Place Policy.
DRUG AND ALCOHOL TESTING POLICY. 11 A. The parties have agreed to implement the “Prohibited Drug Use and Alcohol 12 Misuse Education and Testing Program Policy for Employees Occupying Safety-Sensitive Positions” 13 (hereinafter, “Drug and Alcohol Policy”) with the following modifications or additions:
14 B. All bargaining unit employees subject to random testing will be included in a 15 single random testing pool of County employees.
16 C. The Union will be provided with a copy of the form(s) prepared indicating the 17 grounds for requiring an employee to submit to a reasonable suspicion test within 24 hours of testing 18 or as soon as possible thereafter.
19 D. When available, a second supervisor will observe the behavior that warrants a 20 reasonable suspicion test and will complete related forms in accordance with the Drug and Alcohol
DRUG AND ALCOHOL TESTING POLICY. The County and Association are committed to maintaining high standards of employee safety, productivity and reliability, as well as high standards of fair enforcement integrity. In furtherance of these objectives, the County strictly prohibits employees from reporting to work or returning to duty with any amount of drugs or alcohol in their systems. "
DRUG AND ALCOHOL TESTING POLICY. 8.1 The Costa Mesa Police Department Drug and Alcohol Testing Policy applies to employees represented by the Association. The Policy permits reasonable suspicion drug and alcohol testing for permanent staff and random testing for probationary employees. The Policy is incorporated into this MOU by reference.
DRUG AND ALCOHOL TESTING POLICY i. Purpose In order to promote a safe work environment and a healthy, productive workforce, the District establishes the following drug and alcohol testing policy.
DRUG AND ALCOHOL TESTING POLICY. A. Reporting to work under the influence of alcohol and/or illegal drugs, or the use, sale or possession by an employee of illegal drugs is strictly prohibited and may result in disciplinary action, including immediate termination. Each employee must advise the City if they are using prescription or other over-the- counter drugs they know or reasonably should know may impair their ability to perform job functions and/or operate machinery such as automobiles. Under appropriate circumstances the City may request the employee provide written medical authorization to perform various essential job functions from the treating physician or other qualified healthcare provider while using such drugs. The City recognizes a need to provide an opportunity for employees to deal with alcohol related problems through employee assistance programs. Any employee who voluntarily seeks treatment for a personal alcohol problem or for a substance abuse disorder, not involving criminal conduct, may do so through employee assistance programs of the employee's own choosing in complete confidence and without jeopardizing the employee's employment with the City. The parties recognize the essential purpose of any law enforcement agency is to enforce the criminal laws. Moreover, the parties recognize the courts have held it would substantially impair law enforcement agencies if they were required to employ individuals within their ranks who have violated the very laws that agencies are charged with enforcing. Therefore, the City reserves the right to refuse to employ or continue the employment of individuals who are or have been engaged in serious criminal conduct, whether drug related or not. Where a supervisory employee of the City has a reasonable suspicion to believe an employee is under the influence of alcohol or illegal drugs, or is using illegal drugs, the employee in question will be asked to submit to discovery testing including breath tests, urinalysis and/or a blood screen to identify any involvement with alcohol or illegal drugs. An employee who refuses to submit to discovery testing for alcohol and/or illegal drugs shall be conclusively presumed to be under the influence of alcohol or an illegal drug for the purpose of administering this Article. For the purpose of administering this Article the following definition of terms is provided: Reasonable Suspicion - Is based on specific objective facts and reasonable inferences from those facts in the light of experience, that...
DRUG AND ALCOHOL TESTING POLICY. FOR GENERAL UNIT EMPLOYEES
DRUG AND ALCOHOL TESTING POLICY. On March 27, 2007, the Employer and the Union agreed to a written drug and alcohol testing policy, which is incorporated into this Agreement as though fully set forth here. The policy may be reviewed by any employee during normal business hours in the Human Resources Department, and any employee may have a copy of the policy if he or she wishes.
