DRUG FREE SCHOOLS Sample Clauses

DRUG FREE SCHOOLS. The District will enforce the Drug Free Schools Policy adopted by the Board.

DRUG FREE SCHOOLS. No employee shall unlawfully possess, be under the influence or use or distribute illicit drugs or alcohol on school premises or at any place where school activities are held. Employees who must hold CDL’s to perform their job duties will be subject to pre-employment, return to duty and random drug and alcohol testing, in accordance with the Omnibus Transportation Employer Testing Act and applicable regulations. In addition, the Board reserves the right to require any on duty employee to undergo medical testing for alcohol/drug use if it has reasonable suspicion to believe, based on specific contemporaneous and articulable observation of two (2) qualified supervisors, that the employee is under the influence of alcohol/drugs while on duty or has used such substances on Board property, or if the employee is involved in a work-related accident resulting in physical injury or injury to property. Supervisors and a union representative will receive formal training. The types of tests that may be used include breathalyzer and urinalysis. No medical test will be administered without the written consent and release of the employee. A refusal to submit a written consent to medical testing under the conditions outlined in this Article or a confirmed positive test result may result in disciplinary action, in accordance with the terms of this Agreement, including suspension without pay or termination subject to any appeals under the grievance procedure in Article VII. The employee may also be required to participate in a rehabilitation program monitored by the Board. Employees may seek referral to the Employee Assistance Program and may use sick, personal or vacation time to attend such programs. All laboratories selected to conduct the analysis, including the Board’s primary contractor, and any lab used for confirming tests, must be experienced and capable in the areas of quality control, documentation, chain of custody, technical expertise, and have a demonstrated proficiency in testing. Positive results will be reviewed by a physician (medical review officer), who will offer to discuss results with the employee prior to issuing the finding to the Employer. Employees taken to testing will be paid at their regular rate for all travel time and all hours required at the testing site. The local union will be notified if any bargaining unit member is charged with being “under the influence,” and may accompany the employee to testing if requested by the employee.

DRUG FREE SCHOOLS. 41.01 `No employee shall unlawfully possess, use or distribute illicit drugs or alcohol on school premises or at any place where school activities are held. Disciplinary sanctions will be imposed on employees who violate this provision. Sanctions may include referral to and completion of an appropriate rehabilitation program, employment termination in accordance with O.R.C. 3319.16, and referral for prosecution. 41.02 Through this Agreement, the Board provides members of the bargaining unit with the mandatory standards of conduct described above and a description of the range of sanctions that may be imposed for a particular violation. Information about drug and- alcohol counseling and rehabilitation and re-entry programs is available to employees of the North Ridgeville Schools and may be obtained through the Assistant Superintendent for Business Services.

DRUG FREE SCHOOLS. It is the policy of the District that all facilities, vehicles, and grounds are to be totally alcohol, tobacco, and drug free at all times.

DRUG FREE SCHOOLS. The Association and Board oppose the illegal use of drugs by any employee and oppose the use of illegal drugs or alcohol which presents a significant risk to safe and effective performance of job responsibilities. The parties agree that it is in the best interest of the Board, Association and all students that the District be a drug and alcohol-free work place. The Association and Board wholeheartedly support reasonable efforts by the other to obtain and maintain this result. 1. The Association further recognizes the right and duty of the Board to make, publish, and enforce rules and policies to assure this result. However PEA retains its rights to bargain over any material changes in policy or rules proposed by the Board. 2. The term “drug” includes cannabis, as well as other controlled substances including alcohol as defined in the Ohio Revised Code. The term “illegal drug usage” or “illegal drug abuse” includes the use of cannabis or any controlled substance which has not been legally prescribed and/or dispensed, or the abusive use of alcohol or a legally prescribed drug. 3. Before any reasonable suspicion testing program commences, at least three administrators appointed by the Superintendent shall attend training offered by the Ohio Bureau of Workers’ Compensation in the detection and prevention of abuse of drugs or alcohol paid by the Board. Four members appointed by the Association President shall be offered the opportunity to attend such training. 4. Employees may be tested for abusive illegal drug usage of drugs or alcohol where there are reasonable grounds to believe that the employee to be tested is abusing illegal drugs. Before an employee may be directed to reasonable grounds testing, a committee composed of at least two appropriately trained administrative personnel will consider the specific, objective facts which raise reasonable concerns regarding illegal drug abuse. The administrators will offer to meet with an appropriately trained PEA member appointed by the PEA President to review and discuss those facts and inferences. However, no member of the PEA will be expected or required to identify or offer an opinion with respect to whether an employee should be tested for use of drugs or alcohol. Such facts and inferences may be based upon, but are not limited to, any of the following: a. Observable phenomena, such as direct observation of drug or alcohol use, possession or distribution, or the physical symptoms of being under the influence o...

DRUG FREE SCHOOLS. No employee shall unlawfully possess, use or distribute illicit drugs or alcohol on school premises or at any place where school activities are held. Disciplinary sanctions will be imposed upon employees who violate this provision. Sanctions may include referral to, and completion of, an appropriate rehabilitation program, employment termination in accordance with this contract, and referral for prosecution.

DRUG FREE SCHOOLS. As a condition of continued employment in the district, all employees shall abide by the terms of this policy. Employees shall not unlawfully manufacture, distribute, dispense, possess or use illicit drugs, controlled substances, or alcoholic beverages on district property or at any school activity. Compliance with the terms of this policy are mandatory. Employees who are found violating the terms of this policy shall be reported to the appropriate law enforcement officers. Additionally, an employee who violates the terms of this policy shall be subject to the following sanctions: 1. Short term suspension with pay; 2. Short term suspension without pay; 3. Long term suspension without pay; 4. Required participation in a drug and alcohol education, treatment, counseling, or rehabilitation program 5. Termination or dismissal from employment. Prior to applying sanctions under this policy, employees will be afforded all due process rights to which they are entitled under their contracts or the provisions of Kansas law. Nothing in this policy is intended to diminish the right of the district to take any other disciplinary action which is provided for in district policies or the negotiated agreement. If it is agreed that an employee shall enter into and complete a drug education or rehabilitation program, the cost of such program shall be the responsibility of the employee. Drug and alcohol counseling and rehabilitation programs are available for employees of the district. A list of available programs along with names and addresses of the contact persons for the program is on file with the board clerk. Employees are responsible for contacting the directors of the programs to determine the cost and length of the program, and for enrolling in the programs. A copy of this policy and a list of available drug and alcohol counseling programs shall be provided to all employees.

DRUG FREE SCHOOLS. 111 No member of the Brunswick Education Association of the Brunswick City School District shall unlawfully manufacture, distribute, dispense, possess or use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine, barbiturate, marijuana or any other controlled substance as defined in Schedules I through V of Section 202 of the Controlled Substances Act (21 U.S.C. 812) and as further defined by regulation at 21 C.R.F. 1300.11 through 1300.15.

DRUG FREE SCHOOLS. 6.1 No employee shall consume alcohol if he/she is responsible for students or if he/she has non-supervisory contact with students when parents/guardians are not in attendance. 6.2 In addition to Section 6.1 above, all bargaining unit members will comply with the District’s policies and administrative guidelines related to Drug-Free Workplace and substance abuse. Any bargaining unit member who violates this provision shall be subject to disciplinary action, up to and including termination, in accordance with District policies and guidelines as well as Article 12 of this collective bargaining agreement. Unless termination proceedings are initiated in response to an employee’s serious misconduct, an employee will be referred to a substance abuse professional for assessment and consideration of treatment/rehabilitation as a component of the corrective process.

DRUG FREE SCHOOLS. As a condition of employment with the Chelsea Public Schools, all educators are required to sign the Employee Substance Abuse Policy. The Safe and Drug Free Schools and Communities Act requires this policy which mandates that the Chelsea Public Schools inform all employees that the use of drugs and/or alcohol in connection with activities on the premises of the Chelsea Public Schools is prohibited. This policy will be posted and maintained on the Chelsea Public School’s website.