Common use of Drug and Alcohol Testing Procedures Clause in Contracts

Drug and Alcohol Testing Procedures. The BOARD and UNION acknowledge that illegal drug use and alcohol abuse by employees is incompatible with an educational environment. The BOARD and UNION agree that the District will comply with the Omnibus Transportation Employee Testing Act of 1991. 1. All AFSCME employees shall have the opportunity to have UNION representation throughout any and all procedures and proceedings related to the Act. 2. All time spent by the employee in the course of administering an alcohol or controlled substance test, including travel time, will be paid at the employee’s regular rate of pay, or at their overtime rate, if applicable. Any employee who is not allowed to return to work while awaiting test results will be compensated during the waiting period for all lost work time. The District will pay the employee the mileage rate currently in effect for travel conducted by the employee to comply with testing requirements. The District shall pay all cost associated with the administration of these procedures with the exception of an employee who requests the testing of the urine split sample. However, if the split specimen shows a negative result, the District will reimburse the employee for this cost. 3. Any Labor issue related to implementation of the drug and alcohol testing procedures not specifically covered by the Department of Transportation regulations will be subject to the grievance and arbitration procedures as outlined in the collective bargaining agreement between the Lake Shore Board of Education and AFSCME Local 1217. 4. It is agreed that unit employees not covered under the OTETA will only be subject to reasonable cause testing as outlined in the Act. 5. The BOARD at its option may institute a random drug and alcohol-testing program for other employees who regularly drive District owned vehicles. The policies and procedures used for such a program will be identical to those used for employees covered by DOT regulations (OTETA). 6. If the BOARD decides to implement such a program, the District will give the UNION a seven (7) day notice before the implementation of such a program.

Drug and Alcohol Testing Procedures. The BOARD and UNION acknowledge that illegal drug use and alcohol abuse by employees is incompatible with an educational environment. The BOARD and UNION agree that the District will comply with the Omnibus Transportation Employee Testing Act of 1991. 1. All AFSCME employees shall have the opportunity to have UNION representation throughout any and all procedures and proceedings related to the Act. 2. All time spent by the employee in the course of administering an alcohol or controlled substance test, including travel time, will be paid at the employee’s regular rate of pay, or at their overtime rate, if applicable. Any employee who is not allowed to return to work while awaiting test results will be compensated during the waiting period for all lost work time. The District will pay the employee the mileage rate currently in effect for travel conducted by the employee to comply with testing requirements. The District shall pay all cost associated with the administration of these procedures with the exception of an employee who requests the testing of the urine split sample. However, if the split specimen shows a negative result, the District will reimburse the employee for this cost. 3. Any Labor issue related to implementation of the drug and alcohol testing procedures not specifically covered by the Department of Transportation regulations will be subject to the grievance and arbitration procedures as outlined in the collective bargaining agreement between the Lake Shore Board of Education and AFSCME Local 1217. 4. It is agreed that unit employees not covered under the OTETA will only be subject to reasonable cause testing as outlined in the Act.to 5. The BOARD at its option may institute a random drug and alcohol-testing program for other employees who regularly drive District owned vehicles. The policies and procedures used for such a program will be identical to those used for employees covered by DOT regulations (OTETA). 6. If the BOARD decides to implement such a program, the District will give the UNION a seven (7) day notice before the implementation of such a program.

Drug and Alcohol Testing Procedures. The BOARD and UNION acknowledge that illegal drug use and alcohol abuse by employees is incompatible with an educational environment. The BOARD and UNION agree that the District will comply with the Omnibus Transportation Employee Testing Act of 1991. 1. All AFSCME employees shall have the opportunity to have UNION representation throughout any and all procedures and proceedings related to the Act. 2. All time spent by the employee in the course of administering an alcohol or controlled substance test, including travel time, will be paid at the employee’s regular rate of pay, or at their overtime rate, if applicable. Any employee who is not allowed to return to work while awaiting test results will be compensated during the waiting period for all lost work time. The District will pay the employee the mileage rate currently in effect for travel conducted by the employee to comply with testing requirements. The District shall pay all cost associated with the administration of these procedures with the exception of an employee who requests the testing of the urine split sample. However, if the split specimen shows a negative result, the District will reimburse the employee for this cost. 3. Any Labor issue related to implementation of the drug and alcohol alcohol-testing procedures not specifically covered by the Department of Transportation regulations will be subject to the grievance and arbitration procedures as outlined in the collective bargaining agreement between the Lake Shore Board of Education and AFSCME Local 1217. 4. It is agreed that unit employees not covered under the OTETA will only be subject to reasonable cause testing as outlined in the Act.to 5. The BOARD at its option may institute a random drug and alcohol-testing program for other employees who regularly drive District owned vehicles. The policies and procedures used for such a program will be identical to those used for employees covered by DOT regulations (OTETA). 6. If the BOARD decides to implement such a program, the District will give the UNION a seven (7) day notice before the implementation of such a program.

Drug and Alcohol Testing Procedures. The BOARD and UNION acknowledge that illegal drug use and alcohol abuse by employees is incompatible with an educational environment. The BOARD and UNION agree that the District will comply with the Omnibus Transportation Employee Testing Act of 1991. 1. All AFSCME employees shall have the opportunity to have UNION representation throughout any and all procedures and proceedings related to the Act. 2. All time spent by the employee in the course of administering an alcohol or controlled substance test, including travel time, will be paid at the employee’s employee‟s regular rate of pay, or at their overtime rate, if applicable. Any employee who is not allowed to return to work while awaiting test results will be compensated during the waiting period for all lost work time. The District will pay the employee the mileage rate currently in effect for travel conducted by the employee to comply with testing requirements. The District shall pay all cost associated with the administration of these procedures with the exception of an employee who requests the testing of the urine split sample. However, if the split specimen shows a negative result, the District will reimburse the employee for this cost. 3. Any Labor issue related to implementation of the drug and alcohol testing procedures not specifically covered by the Department of Transportation regulations will be subject to the grievance and arbitration procedures as outlined in the collective bargaining agreement between the Lake Shore Board of Education and AFSCME Local 1217. 4. It is agreed that unit employees not covered under the OTETA will only be subject to reasonable cause testing as outlined in the Act. 5. The BOARD at its option may institute a random drug and alcohol-testing program for other employees who regularly drive District owned vehicles. The policies and procedures used for such a program will be identical to those used for employees covered by DOT regulations (OTETA). 6. If the BOARD decides to implement such a program, the District will give the UNION a seven (7) day notice before the implementation of such a program.