Drug Testing. (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act.
(B) All classes covered by this Agreement are designated special risk classes for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S.
(C) An employee shall have the right to grieve any disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 10. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.
Drug Testing. The Employer may require the employee to submit to a legally recognized drug or alcohol test at the Employer’s expense if the Employer has reasonable grounds to believe the employee is under the influence of alcohol or drugs. Reasonable grounds will not be required for drug or alcohol testing when an employee suffers an on-the-job injury. An employee who tests positive shall be entitled to have a second test performed using a different disclosure method to verify the accuracy of the test results. Time spent in such testing shall be on Company time; however, any employee refusing to submit to a drug or alcohol test shall be taken off the clock effective with the time of the Employer’s request. An employee who refuses to take a drug or alcohol test upon request shall be subject to termination.
Drug Testing. The state and the Union agree to drug testing of employees in accordance with section 112.0455, Florida Statutes, the Drug-Free Workplace Act, and section 944.474, Florida Statutes.
SECTION 1 – Hours of Work – Excluded Employees
Drug Testing. 59.1 Except as required by federal or state laws or as provided in this Agreement, the Employer will not perform or cause to be performed a drug test of any employee covered by this Agreement. The Union and the Employer recognize that the Employer currently performs drug and alcohol testing for Commercial Driver’s License (CDL) holders as required by federal law in accordance with the Employer’s Administrative Policy Statement 13.7, and that the Employer will continue to do so unless changes to federal law either eliminate or modify the requirement for drug and alcohol testing for CDL holders.
59.2 Should federal or state law either change or impose new requirements for drug and/or alcohol testing of bargaining unit employees, the Employer agrees that it will negotiate impact with the Union.
59.3 In the event that the University determines that additional drug testing is necessary, the Employer agrees that it will discuss any proposal with the Union and negotiate impact.
Drug Testing. (A) The state and the Union agree to drug testing of employees in accordance with section 112.0455, Florida Statutes, the Drug-Free Workplace Act and section 944.474, Florida Statutes.
(B) Unless otherwise specified, all classes covered by this Agreement are designated safety sensitive for drug testing purposes in accordance with section 112.0455, Florida Statutes.
(C) In accordance with section 944.474, Florida Statutes and the Department of Corrections Personnel Procedures, all employees in the classes of Physician and Senior Physician within the Department of Corrections shall be subject to random drug testing. In accordance with Article 25 of this Agreement, if section 944.474, Florida Statutes, is repealed, or found unconstitutional or invalid by a court of competent jurisdiction, this subparagraph shall not be applicable, performed, or enforced.
Drug Testing. The Company reserves the right to establish and enforce any lawful policy concerning employee use, possession or transfer of drugs or testing for drugs as a condition of employment. In the event there are reasonable grounds to suspect an employee is using drugs or under the influence of drugs on the job, the Company reserves the right to impose any and all discipline, including termination for refusal to submit to lawful testing.
Drug Testing. 37.01 The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance by employees is prohibited in the workplace, except as otherwise may be allowed by law, and employees in violation of this provision may be subject to disciplinary action as set forth in this article. Further, an employee must notify the Employer of any drug statute conviction for a violation occurring in the workplace no later than five (5) days after such conviction.
37.02 The Employer may, at its discretion, implement a drug testing procedure for controlled substances for all employees, providing such procedure is administered pursuant to the provisions hereinafter set forth. The administration of the testing shall be developed by the Union and Employer.
37.03 All employees may be required to submit to a drug test on an annual basis and shall be subject to one (1) random drug tests per year, provided such random test is not done for discriminatory purposes. Prior to any test being administered the Union and the employees affected shall be informed of which specific drugs are to be tested.
37.04 All laboratory and other fees shall be paid by the Employer as well as the time spent taking the drug test if the employee is off duty.
37.05 The testing procedure established shall protect the employee's individual privacy, insure the accountability and integrity of specimens, insure non-discriminatory testing procedure and shall be conducted at a professional laboratory capable of administering such testing.
37.06 All positive screening tests shall be confirmed by a Gas Chromatography/Mass Spectrometry (GC/MS) test.
37.07 The results of all initial screening and confirmation test shall be kept confidential and will not be disclosed to anyone, except the Employer and the employee affected, without first obtaining the written authorization from the employee except as evidence in a disciplinary action or for the Employee Assistance Program referral.
37.08 An employee who tests positive for substance abuse shall be referred to the Employee Assistance Program provided in Article XXXVIII herein. An employee's refusal to participate in such program or failure to satisfy the requirements of the program shall be subject to disciplinary action, up to and including discharge.
Drug Testing. (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., Drug-Free Workplace Act. In accordance with section 944.474, F.S., and Department of Corrections Personnel Procedures, all employees in the Correctional Officer and Correctional Probation Officer series shall be subject to random drug testing.
(B) Special risk classes for drug testing purposes within the bargaining unit are denoted by an asterisk in Appendix A. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S.
(C) An employee shall have the right to grieve a disciplinary action taken under section 112.0455, F.S. or section 944.474, F.S., subject to the limitations on the grievability of disciplinary actions in Article 7. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.
(D) Searches of employees of the Department of Corrections shall be in accordance with provisions of the Rules of the Department of Corrections, Chapter 33-4, F.A.C.
(E) If an employee’s personal property suffers damage or destruction in the course of a drug search on Department of Corrections’ property, the employee may submit a claim for reimbursement under the provisions of Article 19.
(F) The Department of Corrections and the PBA agree that an employee who commits a violent act(s) or violent behavior, not within the performance of the employee’s duties, while on or off duty, may be required to submit to a reasonable suspicion test for the illegal use of controlled substances, steroids, or alcohol.
Drug Testing. Specimen collection for drug testing will conform to controlled certified laboratory standards to maintain documented chain of custody and assure sample reliability. Testing for drugs will be conducted at the job site, collector’s office or medical facility. The specific procedure used for testing is as follows: The collection site personnel will obtain the appropriate urine custody and control forms and inspect the collection room. The donor will be asked to present picture identification to the collection site person. The donor will check belongings and remove unnecessary outer garments. Donor will wash hands, take the collection cup and enter the privacy enclosure to collect at least forty-five (45) milliliters of specimen unobserved. The collection site person records the temperature of the specimen. The specimen will be split into two bottles. Both bottles will be labeled and sealed in front of the donor. The custody control form will be completed, transferring custody from the donor to the collection site person. The split specimen will be placed in secure storage until shipped for analysis. The integrity of the testing process is ensured through a variety of methods. The collection site is secured when not in use, access to the site is restricted during specimen collection, water sources are controlled to discourage specimen adulteration, trained site collection personnel carefully follow prescribed procedures, specimens are labeled and sealed in front of the donor, chain of custody forms are used, specimens are left in locked storage, and the laboratories used for analysis must meet strict standards to be certified by the US Department of Health and Human Services. The initial drug screen shall use the Immunoassay process and the confirmatory test will be by gas chromatography/mass spectrometry. The drug testing results will be reviewed and positive tests interpreted by the MRO. The following tests and positive test levels shall be used: Initial test analyte Initial test cutoff concentration Confirmatory test analyte Confirmatory test cutoff concentration Marijuana metabolites 50 g/mL. THCA1 15 ng/mL Cocaine metabolites 150 ng /mL. Benzoylecgonine 100 ng/mL Opiate metabolites Codeine/Morphine2 2000 ng/mL Codeine 2000 ng/mL Morphine 2000 ng/mL 6–Acetylmorphine 10 ng/mL. 6–Acetylmorphine. 10 ng/mL Phencyclidine 25 ng/mL. Phencyclidine 25 ng/mL Amphetamines3 AMP/MAMP4 500 ng/mL. Amphetamine 250 ng/mL Methamphetamine5 250 ng/mL MDMA6 ...
Drug Testing. (A) The state and the Association agree to drug testing of employees in accordance with section 112.0455, Florida Statutes, the Drug-Free Workplace Act.
(B) All classes covered by this Agreement are designated special risk for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, Florida Statutes.
(C) An employee shall have the right to grieve disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 6. If an employee is not disciplined but is denied a demotion, reassignment or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.
