Drug and/or Alcohol Testing for Cause Sample Clauses

Drug and/or Alcohol Testing for Cause. Based on reasonable suspicion by an employee’s supervisor and confirmed by another supervisor, drug or alcohol detection tests shall be given to employees who exhibit indications of impairment because of drugs or alcohol. Reasonable suspicion shall be based on objective facts that an employee may be impaired because of drugs or alcohol. The basis of responsible suspicion shall be documented in writing. Supervisory personnel who have reasonable suspicion that an employee is at work with drugs or alcohol in his/her system are required to have the suspicion confirmed by a second supervisory level person. If the second supervisory person concurs with the supervisor’s suspicion, the reasons for suspecting drug or alcohol use will be documented in writing. The Union recognizes the City’s interest in determining the cause of serious accidents and ensuring employee safety. Due to the time factor in obtaining a drug or alcohol test immediately following an accident and the inability to rule out drug or alcohol use without obtaining a urine, blood or breath sample, employees involved in a workplace accident as defined in this section below will be required to submit to a for-cause drug and/or alcohol test:
Sample 1
AutoNDA by SimpleDocs
Drug and/or Alcohol Testing for Cause. An individual may be tested for drugs and/or alcohol when an FTI staff member has any cause to believe that the individual is under the influence of drugs or alcohol. “Cause” will consist of an objective, factual, individualized basis for testing, such as when a student’s behavior or physical appearance suggests drug or alcohol use or possession of drugs or alcohol, or there are other indications of a violation of the FTI’s substance-abuse prevention policy.
Sample 1

Related to Drug and/or Alcohol Testing for Cause

  • DRUG/ALCOHOL TESTING Drug/alcohol testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug/alcohol screening or testing be released to a third party for use in a criminal prosecution against the affected employee. The City conducts the following types of drug/alcohol testing to determine if employees are in compliance with this policy and associated rules of conduct: pre- employment, reasonable suspicion, and post-accident. In addition, employees are tested prior to returning to duty after a positive drug or alcohol test and subject to follow-up testing conducted during the course of a rehabilitation program recommended by a substance abuse professional. A Medical Review Officer (MRO) reviews test results and determines which tests are positive and which are negative. The City shall test for the following drugs: marijuana, amphetamines, opiates, phencyclidine (PCP), cocaine, barbiturates, benzodiazepines, methadone, methaqualone, and propoxyphene.. An initial drug screen is conducted on each specimen. For those specimens that are not negative, a confirmatory gas chromatography/mass spectrometry (GC/MS) test is performed. The test is considered positive if the amounts present are above the minimum thresholds established in 49 CFR Part 40. An alcohol concentration of .04 percent or greater is considered a positive alcohol test, and in violation of this policy. If a drug or alcohol test produces a positive result, the City may take such actions as authorized in Section 14.6 herein. Sick leave and/or other paid leave may be used while participating in a rehabilitation program. Otherwise, the employee will be placed on leave without pay until return to work following a negative alcohol/ drug test and authorization by the SAP.

  • DRUG AND ALCOHOL TESTING Section 1. Drug and alcohol testing shall be done in a fair and equitable manner in strict observance of all applicable laws and regulations. All employees subject to such testing shall be so informed.

  • Drug and Alcohol Testing Permitted Testing is permitted where the Employer has reasonable suspicion to believe.

  • 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.

  • Alcohol Testing The administration of an alcohol test shall be in accordance with the test equipment manufacturer's instructions.

  • Drug-Free Workplace Contractor represents and warrants that it shall comply with the applicable provisions of the Drug-Free Work Place Act of 1988 (41 U.S.C. §701 et seq.) and maintain a drug-free work environment.

  • 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:

  • Removal of Contractor Employee All employees of the Engineer assigned to this contract shall have such knowledge and experience as will enable them to perform the duties assigned to them. The State may instruct the Engineer to remove any employee from association with work authorized in this contract if, in the sole opinion of the State, the work of that employee does not comply with the terms of this contract or if the conduct of that employee becomes detrimental to the work.

  • Contractor Employee Conduct The Contractor’s employees shall adhere to the standards of conduct prescribed in the Customer’s personnel policy and procedure guidelines, particularly rules of conduct, security procedures, and any other applicable rules, regulations, policies and procedures of the Customer. The Contractor shall ensure that the Contractor’s employees wear attire suitable for the position, either a standard uniform or business casual dress.

Time is Money Join Law Insider Premium to draft better contracts faster.