Drug and Alcohol Use a) Drug and alcohol use is highly detrimental to the safety and productivity of employees in the workplace. No employee is to be under the influence of alcoholic beverages or illegal drugs while in the workplace, whilst on duty, or while operating a vehicle or equipment owned, leased, or used by the company.
b) Disciplinary action will occur and could result in termination of employment as a result of possessing, selling, using or being under the influence of alcoholic beverages or illegal drugs while on the clients or company property, while attending business related activities, whilst on duty, or while operating a vehicle or equipment owned, leased, or used by the company.
c) Employees must advise the employer if they are taking any medications that may impact upon their work.
Drug and Alcohol Use. Employees shall not possess, use or sell controlled substances or alcoholic beverages while on duty. Possession shall include, but not be limited to, concealment or storage in a locker, Town vehicle, or other places accessible to the employee during working hours, but shall not apply to alcohol or controlled substances confiscated for law enforcement purposes and handled in accordance with the Department’s standard operating procedures. Employees shall not report to work or attempt to work while under the influence of controlled substances or alcoholic beverages. Employees shall not report to work or attempt to work while suffering from the effects of exceeding the prescribed or directed usage or otherwise abusing prescription or over‐the‐counter drugs or medications. The Chief may enforce this policy by requiring employees to submit to drug and alcohol tests (including, but not limited to, providing urine and blood samples) and/or by conducting searches of employees and their personal belongings and vehicles. The Chief may authorize drug and alcohol tests on a random basis, but searches of lockers or personal vehicles shall be authorized only when the Chief has probable cause to believe that the employee is concealing controlled substances or alcohol in the area to be searched. Failure to comply with this policy or to cooperate with the Chief in the administration of this policy shall lead to disciplinary action or termination. Any drug tests administered under this policy shall comply with U.S. Department of Transportation procedures. In the event that a urine or blood test proves positive for alcohol and/or prescription drug use, the employee shall be referred for professional treatment as specified by the Chief. Failure to comply with said Program and direction may result in disciplinary action. All costs of random and initial testing are to be borne by the Town of Auburn. Prior to implementation of said policy, the Standard Operating Procedures of the Auburn Police Department must state the standards and criteria of said policy, including the laboratory to be utilized and all safety precautions to include confidentiality. The Union must be involved in all phases of development of said procedure.
Drug and Alcohol Use. If Supplier is to perform services on PACCAR's premises, Supplier will advise its employees, agents, and subcontractors that it is PACCAR's policy to (a) prohibit the use, possession, sale, and distribution of alcohol, illegal drugs, or other controlled substances on its premises, and (b) prohibit the presence on PACCAR's property of employees of Supplier, any subcontractor, or agent who has such substances in his or her body for nonmedical reasons. Entry onto PACCAR's property constitutes consent to an inspection of the employees of the Supplier, subcontractor, or agent, including vehicles and personal effects when entering, while on, or upon leaving XXXXXX's property. Any Supplier employee, subcontractor, or agent who is found in violation of this policy will be removed and barred from PACCAR's premises.
Drug and Alcohol Use. A. It is the responsibility of the City, the Union, and employees to maintain a safe, healthy and protective work environment. Therefore, employees shall not report for work under the influence of drugs or alcohol, or possess alcohol or illegal substances while at work, as such conduct is likely to result in reduced productivity, an unsafe work environment, poor morale, and a danger and liability to employees and the City.
B. Under the influence of drugs or alcohol" means the use of alcohol or any illegal substance, or misuse of a prescribed drug in a manner and to a degree that causes impairment in the employee's work performance or the ability to use City property or City equipment safely. The parties agree to take all necessary steps to fulfill these responsibilities and minimize potential dangers.
C. The parties to this MOU attach as Exhibit II an Alcohol and Drug Abuse Policy to further delineate the purpose, policy, application and responsibilities of the parties to promote a drug free work environment.
Drug and Alcohol Use. NFSA and Local Union 669 agree to comply with the US Department of Health and Hu- man Services (DHHS) Guidelines. Federal Register, governing regulations for drug testing, procedures, limits, documentation, reports and records. Any discrepancies between the DHHS Guidelines referenced herein and the Program described below shall be resolved by the terms of the DHHS Guidelines. NFSA and Local 669 acknowledge that the use of alcohol and illicit drugs is detrimental to employees’ health and safety and that employees suffering from an alcohol or drug related problem should be afforded the opportunity to remedy their health problem. Therefore, the parties agree as follows:
1. An employee shall not report for work in a condition unfit for work due to the use of xx- xxxxx, drugs, or illegal substances. Being in a condition unfit for work because of the effects of drugs, alcohol or illegal substances that impair work performance while at the job site is cause for disciplinary action up to and including discharge. Employees must meet their responsibility to be fit for duty, ensuring a zero-tolerance policy for substance use is strictly met.
2. Acceptable Means of Drug Testing. The following are the acceptable means of drug test- ing. If the General Contractor or Owner requires drug or alcohol testing other than that provided herein, the Employer shall immediately notify the Union in writing.
a. If an Employer has “Reasonable Suspicion” to suspect that an employee is unfit for work as described above, the Employer may require the employee to submit to a de- tection test as outlined in Paragraph 3 through Paragraph 5 to determine whether the employee is in violation of Paragraph 1. “Reasonable Suspicion” means objective be- lief based on direct observation by a supervisor or management representative, xxx xxxxxxx, or other employee such that it can be described with particularity, i.e., specific facts. All such facts must be immediately reduced to writing by the supervisor, manage- ment official, xxx xxxxxxx, or other employee and provided to the employee and the Union. If a supervisor or management official is not “on site” to observe an employee whose performance is impaired, the job xxxxxxx or other employee shall contact the Employer by telephone immediately after the written documentation is completed.
Drug and Alcohol Use. The parties, hereto, agree that the abuse of drugs or alcohol causes health and safety problems in the work environment and that such conduct is likely to result in reduced productivity and liability to the City. Without detracting from the rights and obligations of the parties, the City and Union agree to cooperate in encouraging employees affected with the condition of alcohol or drug abuse to undergo a program directed to the objective of their rehabilitation and to take steps necessary to minimize the impact of substance abuse.
Drug and Alcohol Use. Contractor shall not permit the possession, use, or sale of any alcoholic beverage or illegal, controlled drug or substance or the abuse of prescribed medication on or immediately adjacent to the jobsite by any Contractor employee, subcontractor, subcontractor’s employee or associate.
Drug and Alcohol Use. 14.1 Drug and Alcohol Free Workplace KVH and the Union agree that employees in the workplace should be free from the effects of drug and alcohol use. Employees are prohibited from the illegal use, sale, dispensing, distribution, possession, or manufacture of illegal drugs, controlled substances, narcotics, alcoholic beverage or smelling of alcohol on KVH premises, at work sites or when on call. Employees believed to be under the influence of drugs, narcotics, or alcohol, or smelling of alcohol, may be required to leave the premises and/or may be required to take a drug or alcohol test.
Drug and Alcohol Use. Individuals with SMI have a high comorbidity for alcohol and drug use disorders. Adolescent cannabis use (Xxxxx et al., 2007), as well as trauma and stressful life experiences, are increasingly recognised as risk factors for SMI (Xxxxxxx & Xxxxxx, 2011). Individuals who have SMI co-occurring with either excessive alcohol or drug use have a higher rate of negative outcomes than individuals who only have SMI (Xxxxxxxx et al., 2007). Use of drugs such as cannabis are also significantly more prevalent in patients with psychotic illness and can contribute to the onset of psychotic disorders (Xxxxxxxx et al., 2004). Drug use has also been linked to a more adverse course and outcome in SMI (Xxxxx et al., 2007)
Drug and Alcohol Use. Employee acknowledges that the use, possession, or sale of narcotics, hallucinogens, depressants, stimulants, marijuana, or other controlled substances on Employer premises or while in pursuit of Employer business is prohibited. (This does not apply to medication prescribed by a licensed physician and taken in accordance with such prescription). The use of the above substances on or away from Employer premises or of any other substance such as alcohol, which adversely affects Employee's job performance, or which may reflect unfavorably on public confidence in the manner in which Employer carries out its responsibilities, as determined by Employer, is also prohibited.
