Drug and Alcohol Tests Sample Clauses

Drug and Alcohol Tests. Post-Accident Post-accident drug and alcohol testing may be conducted by the University for any employee when a work-related incident has occurred involving death, serious bodily injury, or significant property/environmental damage, or the potential for death, serious bodily injury, or significant property/environmental damage, and when the employee’s action(s) or inaction(s) either contributed to the incident or cannot be completely discounted as a contributing factor. Referral for post-accident testing will be made in accordance with Subsection 8.4.4, above.
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Drug and Alcohol Tests. Requirements: Under the Federal Transit Administration (FTA) regulations, the City is required to test employees who perform safety-sensitive functions for the presence of illegal drugs* and alcohol under the following circumstances: (1) pre-employment; (2) reasonable cause; (3) post-accident;
Sample 1
Drug and Alcohol Tests. Section 1 - Requirements: Under the Federal Transit Administration (FTA) regulations, the City is required to test employees who perform safety-sensitive functions for the presence of illegal drugs* and alcohol under the following circumstances: (1) pre-employment; (2) reasonable cause; (3) post-accident; (4) return to duty; and (5) as otherwise provided for in compliance with FTA regulations. In the event that the U.S. Supreme Court, the Sixth Circuit Court of Appeals, or a Federal District Court sitting in Michigan invalidates part or all of the FTA regulations requiring drug testing, this drug and alcohol testing policy will be modified by the City to comply with the Court's decision. Minimum stipulated test level necessary for a positive alcohol test is 0.04, or if the federal law requires a level lower than 0.04, then it is agreed that this level must be followed. It is further understood that at no time will the City pay the employee wages for time for which he or she is removed from the job for any violation of the FTA/CDL requirements. * Marijuana 100 NG/ML 15 NG/ML Cocaine 300 NG/ML 150 NG/ML Phencyclidine 25 NG/ML 25 NG/ML Opiates 300 NG/ML 300 NG/ML Amphetamines 1000 NG/ML 500 NG/ML If the federal law requires levels different than those listed above, it is agreed that these federally- established levels must be followed.
Sample 1
Drug and Alcohol Tests. The Company may require Employees to undergo non-intrusive drug and alcohol tests (eg breath, urine or blood tests). These tests will be conducted in accordance with the Company’s Drug and Alcohol policy as it is in force from time to time. A copy of this policy will be provided upon request.
Sample 1

Related to Drug and Alcohol Tests

  • 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 FREE WORKPLACE 20.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.

  • Drug and Alcohol Policy 67.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time) contained in Appendix G. 67.2 The Employer may refer an Employee affected by drugs or alcohol to the services provided by Incolink.

  • Drugs and Alcohol The Pupil may be given the opportunity to provide a biological sample under medical supervision if involvement with drugs is suspected, or a sample of breath to test for alcohol consumed in breach of School rules or policy. A sample or test in these circumstances will not form part of the Pupil's permanent medical record.

  • DRUG-FREE WORKPLACE REQUIREMENTS Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions: a. Publish a statement notifying employees that unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited and specifying actions to be taken against employees for violations. b. Establish a Drug-Free Awareness Program to inform employees about: 1) the dangers of drug abuse in the workplace; 2) the person's or organization's policy of maintaining a drug-free workplace; 3) any available counseling, rehabilitation and employee assistance programs; and, 4) penalties that may be imposed upon employees for drug abuse violations. c. Every employee who works on the proposed Agreement will: 1) receive a copy of the company's drug-free workplace policy statement; and, 2) agree to abide by the terms of the company's statement as a condition of employment on the Agreement. Failure to comply with these requirements may result in suspension of payments under the Agreement or termination of the Agreement or both and Contractor may be ineligible for award of any future State agreements if the department determines that any of the following has occurred: the Contractor has made false certification, or violated the certification by failing to carry out the requirements as noted above. (Gov. Code §8350 et seq.)

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