DRUGS AND ALCOHOL IN THE WORKPLACE Sample Clauses

DRUGS AND ALCOHOL IN THE WORKPLACE. The Company is committed to providing a safe work environment for all employees. The Company is responsible under various OHS legislative for providing a working environment that is safe and which minimise risk to the health and safety. All employees have a responsibility to co-operate with the company to maintain a safe working environment. The Company identifies the use of drugs and alcohol in the workplace as a major occupational health and safety risk factor. To this end, any employee found in possession of, consuming or affected by alcohol or illicit drugs on company operating plant premises during working hours will be subject to Disciplinary Procedures and may include Summary Dismissal. If however, any employee believes that they have a dependency problem and wish assistance form the company to resolve the problem, they should approach the site superintendent who will then advise management. The employee will then have to undergo counselling/rehabilitation and not be under the influence of drugs or alcohol in the workplace in the future. Under such approaches made by an employee would be strictly confidential and treated on its merits.
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DRUGS AND ALCOHOL IN THE WORKPLACE. City agrees to amend City Council Policy 4004, "Drugs and Alcohol in the Workplace," to define the specific and articulable behaviors which constitute "reasonable suspicion" for drug and alcohol testing, and POA agrees that the policy, as amended, applies to its members, but that random testing will not apply to Association members.
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DRUGS AND ALCOHOL IN THE WORKPLACE. ZERO TOLERANCE
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DRUGS AND ALCOHOL IN THE WORKPLACE. ‌ Where the workplace is under the control of a host trainer, you must abide by all the requirements of the Drug and Alcohol Policy in place at that workplace. If you can’t access your host’s policy, then you shall follow our policy as under: ♦ Employees shall not use and/or consume alcohol or illegal drugs during working hours. ♦ Employees who have consumed alcohol or illegal drugs prior to commencing work, and who are affected to the extent that they: o are unable to perform their work duties to a satisfactory standard o have impaired judgment o are putting at risk their health and safety, and/or the health and safety of others o shall not commence work. ♦ Should an employee have already commenced work under the influence of alcohol or illegal drugs, and exhibits behaviour that puts at risk their health and safety, and/or the health and safety of others, then the host trainer shall contact an Apprenticeships Queensland Employment Consultant who will report the incident to the General Manager. ♦ If an employee is taking prescription drugs under the supervision of a medical practitioner, and that medication makes the employee drowsy or impairs judgment, the employee shall not operate machinery or equipment. Behaviour contrary to these instructions will be dealt with under the provisions of “The Vocational Education, Training and Employment Act 2000.” ANTI-SMOKING (Construction Sites)‌ In addition to the health issues surrounding smoking in the workplace, many building sites have supplies of flammable materials and substances present. Smoking in these environments is an unacceptable hazard due to the risk of fire or explosion. The policy seeks to eliminate this hazard. • No employee of Apprenticeships Queensland is permitted to smoke within the boundary of any site (including residential, commercial or industrial sites) during working hours.
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Related to DRUGS AND ALCOHOL IN THE WORKPLACE

  • Drugs and Alcohol The Pupil may be given the opportunity to provide a biological sample under medical supervision if involvement with drugs is suspected, or a sample of breath to test for alcohol consumed in breach of School rules or policy. A sample or test in these circumstances will not form part of the Pupil's permanent medical record.

  • 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.

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12. (b) The Employer agrees to develop formalized policies and procedures in consultation with the Joint Health and Safety Committee to deal with workplace violence. The policy will address the prevention of violence and the management of violent situations and support to employees who have faced workplace violence. These policies and procedures shall be communicated to all employees. The local parties will consider appropriate measures and procedures in consultation with the Joint Health and Safety Committee to address violence in the workplace, which may include, among other measures and procedures: i) Alert employees about a person with a known history of aggressive and responsive behaviours and their known triggers by means of: A) electronic and/or other appropriate flagging systems, B) direct verbal communication / alerts (i.e. shift reports), ii) Communicate and provide appropriate training and education, iii) Reporting all incidents of workplace violence, iv) Long-term care home wide violence risk assessments. (c) The Employer will report all incidents of violence as defined herein to the Joint Health and Safety Committee for review. (d) The Employer agrees to provide training and information on the prevention of violence to all employees who come into contact with potentially aggressive persons. This training will be done during a new employee’s orientation and updated as required. (e) Subject to appropriate legislation, and with the employee’s consent, the Employer will inform the Union within three (3) days of any employee who has been subjected to violence while performing his/her work. Such information shall be submitted in writing to the Union as soon as practicable.

  • DRUG AND ALCOHOL TESTING Employees may be tested for drugs and/or alcohol pursuant to the provisions of the Employer's Drug and Alcohol Testing Policy which is attached hereto and made a part of this Agreement as if more fully set forth herein.

  • Drug and Alcohol Policy 67.1 The Parties agree to apply the Drug and Alcohol Management Program (as amended from time to time) contained in Appendix G. 67.2 The Employer may refer an Employee affected by drugs or alcohol to the services provided by Incolink.

  • 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.

  • Alcohol and Drug-Free Workplace City reserves the right to deny access to, or require Contractor to remove from, City facilities personnel of any Contractor or subcontractor who City has reasonable grounds to believe has engaged in alcohol abuse or illegal drug activity which in any way impairs City's ability to maintain safe work facilities or to protect the health and well-being of City employees and the general public. City shall have the right of final approval for the entry or re-entry of any such person previously denied access to, or removed from, City facilities. Illegal drug activity means possessing, furnishing, selling, offering, purchasing, using or being under the influence of illegal drugs or other controlled substances for which the individual lacks a valid prescription. Alcohol abuse means possessing, furnishing, selling, offering, or using alcoholic beverages, or being under the influence of alcohol.

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