Common use of DRUG AND ALCOHOL Clause in Contracts

DRUG AND ALCOHOL. Employees will follow the terms and conditions of the Employer’s Drug and Alcohol policy. The Employer agrees to the following declaration of intent as to the application of that policy to the Union and its members: (a) Employees will be responsible for consulting with their pharmacist or health care provider if they reasonably believe that a prescription or non-prescription drug could impair their ability to safely and competently perform their essential job functions. This also includes consulting with their pharmacist or health care provider about potential drug interactions if they are taking more than one kind of medication. If there are any such side effects, the employee must promptly notify Human Resources before performing or continuing to perform their job duties. The employee does not need to disclose the medical condition for which the medication is being taken unless the Employer determines that this is necessary to comply with its legal obligations, such as FMLA/OFLA purposes or reasonable accommodations. In the event the Employer has a reasonable basis to believe the employee cannot safely and competently perform their essential job functions, medical verification of the ability to safely perform essential job functions may be required before they are allowed to continue their work assignment. If the Employer requires a medical verification, the employee may seek a medical opinion within twenty-four (24) hours from a licensed healthcare provider selected by the employee. If the employee is given a medical verification that they are able to safely and competently perform their essential job functions, the employee may return to work and will be paid regular time, and not be required to use accumulated leave or unpaid leave for this absence. The Employer will pay any employee expense not covered by health insurance, for such examination. The use of marijuana under state law (including medical and/or recreational marijuana laws) is unlawful under federal law, and is considered to be a violation of the Employer’s policy. Employees are expected to comply with state and federal laws regarding drugs and alcohol. The Employer does not excuse or accommodate marijuana use. Employees who believe they need some other accommodation for a disability should contact the Human Resources Manager to discuss available options. Although the lawful use of medication (other than marijuana) that has been prescribed to an employee, or over-the-counter medications is not grounds for disciplinary action by itself, failure to follow the reporting procedure discussed above may subject an employee to disciplinary action. Employees may also be disciplined for using medication that is unlawfully obtained, or for use that is inconsistent with the prescription or label (including, but not limited to using medication prescribed to another person). (b) The Employer will offer the same training to Union stewards and officers as provided to managers in the implementation and application of the Drug and Alcohol policy. (c) Supervisors will advise employees that they may request a xxxxxxx or Union officer be present as an observer during the testing process if a xxxxxxx or Union Officer is available and can be present without delay to the testing process. (d) The Union or individual employees may grieve if they believe that they were tested without reasonable suspicion and/or without cause. (e) Post-Accident Testing: Employees may be tested following a work-related accident resulting in a fatality, bodily injury to any person requiring medical treatment away from the scene, property damage, or if the Employer feels there is reasonable suspicion. The Employer may waive testing if it determines that the employee’s actions or inactions were not a factor in causing the accident or it determines that employee drug use is unlikely to have contributed to the incident, or if drug testing is unlikely to accurately identify impairment caused by drug use, etc. Employees who are involved in such accidents may also be tested for alcohol, by use of a breathalyzer if there is reasonable suspicion to believe they had prohibited levels of alcohol present in their system at the time of the accident. Employees are prohibited from consuming alcohol or taking drugs (excluding prescribed drugs consistent with the prescribing provider’s instructions) between the time of the accident and testing.

DRUG AND ALCOHOL. Employees will follow the terms tenns and conditions of the Employer’s 's Drug and Alcohol policy. The Employer agrees to the following declaration of intent as to the application of that policy to the Union and its members: (a) Employees will be responsible for consulting with their pharmacist phannacist or health care provider if they reasonably believe that a prescription or non-prescription drug could impair their ability to safely and competently perform their essential job functions. This also includes consulting with their pharmacist or health care provider about potential drug interactions if they are taking more than one kind of medication. If there are any such side effects, the employee must promptly notify Human Resources before performing or continuing to perform their job duties. The employee does not need to disclose the medical condition for which the medication is being taken unless the Employer determines detennines that this is necessary to comply with its legal obligations, such as FMLA/OFLA purposes or reasonable accommodations. In the event the Employer has a reasonable basis to believe the employee cannot safely and competently perform their essential job functions, medical verification of the ability to safely perform perfonn essential job functions may be required before they are allowed to continue their work assignment. If the Employer requires a medical verification, the employee may seek a medical opinion within twenty-four (24) hours from a licensed healthcare provider selected by the employee. If the employee is given a medical verification that they are able to safely and competently perform perfonn their essential job functions, the employee may return to work and will be paid regular time, and not be required to use accumulated leave or unpaid leave for this absence. The Employer will pay any employee expense not covered by health insurance, for such examination. The use of marijuana under state law (including medical and/or recreational marijuana laws) is unlawful under federal law, and is considered to be a violation of the Employer’s 's policy. Employees are expected to comply with state and federal laws regarding drugs and alcohol. The Employer does not excuse or accommodate marijuana use. Employees who believe they need some other accommodation for a disability should contact the Human Resources Manager to discuss available options. Although the lawful use of medication (other than marijuana) that has been prescribed to an employee, or over-the-counter medications is not grounds for disciplinary action by itself, failure to follow the reporting procedure discussed above may subject an employee to disciplinary action. Employees may also be disciplined for using medication that is unlawfully obtained, or for use that is inconsistent with the prescription or label (including, but not limited to using medication prescribed to another person). (b) The Employer will offer the same training to Union stewards and officers as provided to managers in the implementation and application of the Drug and Alcohol policy. (c) Supervisors will advise employees that they may request a xxxxxxx or Union officer be present as an observer during the testing process if a xxxxxxx or Union Officer is available and can be present without delay to the testing process. (d) The Union or individual employees may grieve if they believe that they were tested without reasonable suspicion and/or without cause. (e) Post-Accident Testing: Employees may be tested following a work-related accident resulting in a fatality, bodily injury to any person requiring medical treatment away from the scene, property damage, or if the Employer feels there is reasonable suspicion. The Employer may waive testing if it ifit determines that the employee’s 's actions or inactions were not a factor in causing the accident or it determines detennines that employee drug use is unlikely to have contributed to the incident, or if drug testing is unlikely to accurately identify impairment impainnent caused by drug use, etc. Employees who are involved in such accidents may also be tested for alcohol, by use of a breathalyzer if there ifthere is reasonable suspicion to believe they had prohibited levels of alcohol present in their system at the time of the accident. Employees are prohibited from consuming alcohol or taking drugs (excluding prescribed drugs consistent with the prescribing provider’s 's instructions) between the time of the accident and testing.

DRUG AND ALCOHOL. Employees will follow the terms and conditions of the Employer’s Drug and Alcohol policy. The Employer agrees to the following declaration of intent as to the application of that policy to the Union and its members: (a) Employees will be responsible for consulting with their pharmacist or health care provider if they reasonably believe that a prescription or non-prescription drug could impair their ability to safely and competently perform their essential job functions. This also includes consulting with their pharmacist or health care provider about potential drug interactions if they are taking more than one kind of medication. If there are any such side effects, the employee must promptly notify Human Resources before performing or continuing to perform their job duties. The employee does not need to disclose the medical condition for which the medication is being taken unless the Employer determines that this is necessary to comply with its legal obligations, such as FMLA/OFLA purposes or reasonable accommodations. In the event the Employer has a reasonable basis to believe the employee cannot safely and competently perform their essential job functions, medical verification of the ability to safely perform essential job functions may be required before they are allowed to continue their work assignment. If the Employer requires a medical verification, the employee may seek a medical opinion within twenty-four (24) hours from a licensed healthcare provider selected by the employee. If the employee is given a medical verification that they are able to safely and competently perform their essential job functions, the employee may return to work and will be paid regular time, and not be required to use accumulated leave or unpaid leave for this absence. The Employer will pay any employee expense not covered by health insurance, for such examination. The use of marijuana under state law (including medical and/or recreational marijuana laws) is unlawful under federal law, and is considered to be a violation of the Employer’s policy. Employees are expected to comply with state and federal laws regarding drugs and alcohol. alcoho3l.0 The Employer does not excuse or accommodate marijuana use. Employees who believe they need some other accommodation for a disability should contact the Human Resources Manager to discuss available options. Although the lawful use of medication (other than marijuana) that has been prescribed to an employee, or over-the-counter medications is not grounds for disciplinary action by itself, failure to follow the reporting procedure discussed above may subject an employee to disciplinary action. Employees may also be disciplined for using medication that is unlawfully obtained, or for use that is inconsistent with the prescription or label (including, but not limited to using medication prescribed to another person). (b) The Employer will offer the same training to Union stewards and officers as provided to managers in the implementation and application of the Drug and Alcohol policy. (c) Supervisors will advise employees that they may request a xxxxxxx or Union officer be present as an observer during the testing process if a xxxxxxx or Union Officer is available and can be present without delay to the testing process. (d) The Union or individual employees may grieve if they believe that they were tested without reasonable suspicion and/or without cause. (e) Post-Accident Testing: Employees may be tested following a work-related accident resulting in a fatality, bodily injury to any person requiring medical treatment away from the scene, property damage, or if the Employer feels there is reasonable suspicion. The Employer may waive testing if it determines that the employee’s actions or inactions were not a factor in causing the accident or it determines that employee drug use is unlikely to have contributed to the incident, or if drug testing is unlikely to accurately identify impairment caused by drug use, etc. Employees who are involved in such accidents may also be tested for alcohol, by use of a breathalyzer if there is reasonable suspicion to believe they had prohibited levels of alcohol present in their system at the time of the accident. Employees are prohibited from consuming alcohol or taking drugs (excluding prescribed drugs consistent with the prescribing provider’s instructions) between the time of the accident and testing.