Common use of Drug Screening Program Clause in Contracts

Drug Screening Program. A. The Employer shall post a notice of the department's drug testing policy on bulletin boards in areas that are accessible to employees. B. Urine testing of employees can be an effective means by which to identify those in need of counseling, treatment, or disciplinary action. The testing program is intended to supplement, not replace, other means by which the use of drugs can be detected. C. Employees will be required to participate in the drug testing program under the following conditions: (1) When there is a reasonable suspicion that an employee is using, under the influence of or in possession of illegal drugs, or is using or under the influence of alcohol while on duty, or that the employee is abusing alcohol or illegal drugs and the abuse either adversely affects his/her job performance or represents a threat to the safety of the employee, coworkers, or the public. Reasonable suspicion drug/alcohol testing can be ordered by any supervisor with the approval of a commanding officer (lieutenant or above). An immediate supervisor requesting a drug/alcohol test founded on reasonable suspicion should consider among such facts and inferences: (a) Observable behavior while at work, such as direct observation of drug/alcohol use or of the physical symptoms or manifestations of being under the influence of a drug/alcohol. (b) Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. (c) A report of drug/alcohol use provided by a reliable and credible source which has been independently corroborated with observable behavior. (d) Evidence that the employee has tampered with a drug/alcohol test during his/her employment with the Employer. (e) Information that an employee has caused or contributed to an accident while at work combined with observable behavior indicating the possibility that drug/alcohol usage may be involved. (f) Evidence that an employee has used, possessed, sold, solicited, or transferred drugs, or used or been under the influence of alcohol, while working or while on the Employer's premises or while operating the Employer's vehicle, machinery, or equipment. (2) Following a serious accident or incident in which safety precautions were violated or unusually careless acts were performed and there is reasonable suspicion to believe these actions were the result of using drugs.

Drug Screening Program. A. The Employer shall post a notice of the department's drug testing policy on bulletin boards in areas that are accessible to employees. B. Urine testing of employees can be an effective means by which to identify those in need of counseling, treatment, or disciplinary action. The testing program is intended to supplement, not replace, other means by which the use of drugs can be detected. C. Employees will be required to participate in the drug testing program under the following conditions: (1) When there is a reasonable suspicion that an employee is using, under the influence of or in possession of illegal drugs, or is using or under the influence of alcohol while on duty, or that the employee is abusing alcohol or illegal drugs and the abuse either adversely affects his/her job performance or represents a threat to the safety of the employee, coworkers, or the public. Reasonable suspicion drug/alcohol testing can be ordered by any supervisor with the approval of a commanding officer (lieutenant or above). An immediate supervisor requesting a drug/alcohol test founded on reasonable suspicion should consider among such facts and inferences: (a) Observable behavior while at work, such as direct observation of drug/alcohol use or of the physical symptoms or manifestations of being under the influence of a drug/alcohol.influence (b) Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. (c) A report of drug/alcohol use provided by a reliable and credible source which has been independently corroborated with observable behavior. (d) Evidence that the employee has tampered with a drug/alcohol test during his/her employment with the Employer. (e) Information that an employee has caused or contributed to an accident while at work combined with observable behavior indicating the possibility that drug/alcohol usage may be involved. (f) Evidence that an employee has used, possessed, sold, solicited, or transferred drugs, or used or been under the influence of alcohol, while working or while on the Employer's premises or while operating the Employer's vehicle, machinery, or equipment. (2) Following a serious accident or incident in which safety precautions were violated or unusually careless acts were performed and there is reasonable suspicion to believe these actions were the result of using drugs.

Drug Screening Program. A. The Employer employer shall post a notice of the departmentDepartment's drug testing policy on bulletin boards in areas that are accessible to employees. B. Urine testing of employees can be an effective means by which to identify those in need of counseling, treatment, or disciplinary action. The testing program is intended to supplement, not replace, other means by which the use of drugs can be detected. C. Employees will be required to participate in the drug testing program under the following conditions: (1) When there is a reasonable suspicion that an employee is using, under the influence of or in possession of illegal drugs, or is using or under the influence of alcohol while on duty, or that the employee is abusing alcohol or illegal drugs and the abuse either adversely affects his/her job performance or represents a threat to the safety of the employee, coworkers, or the public. Reasonable suspicion drug/alcohol testing can be ordered by any supervisor with the approval of a commanding officer (lieutenant or above). An immediate supervisor requesting a drug/alcohol test founded on reasonable suspicion should consider among such facts and inferences: (a) Observable behavior while at work, such as direct observation of drug/alcohol use or of the physical symptoms or manifestations of being under the influence of a drug/alcohol. (b) Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. (c) A report of drug/alcohol use provided by a reliable and credible source which has been independently corroborated with observable behavior. (d) Evidence that the employee has tampered with a drug/alcohol test during his/her employment with the Employeremployer. (e) Information that an employee has caused or contributed to an accident while at work combined with observable behavior indicating the possibility that drug/alcohol usage may be involved. (f) Evidence that an employee has used, possessed, sold, solicited, or transferred drugs, or used or been under the influence of alcohol, while working or while on the Employeremployer's premises or while operating the Employeremployer's vehicle, machinery, or equipment. (2) Following a serious accident or incident in which safety precautions were violated or unusually careless acts were performed and there is reasonable suspicion to believe these actions were the result of using drugs. (3) Routine fitness for duty: The employer will require a drug test any time an employee is referred to a physician or psychologist for a fitness for duty examination.