EMPLOYEE DRUG AND ALCOHOL TESTING. 35.1 The parties agree the workplace should be free from the risks posed by the use of alcohol or illegal use of controlled substances in order to protect the safety of employees and the public. The manufacture, distribution, illegal possession, or unlawful use of a controlled substance or alcohol in the workplace is prohibited. An employee assistance program is available to employees with personal problems, including those associated with alcohol or controlled substances use.
EMPLOYEE DRUG AND ALCOHOL TESTING. PURPOSE: To preserve Department security and to protect the personal safety of fellow employees, volunteers, offenders, and the general public, employees, contract personnel, and volunteers shall not be permitted to perform their duties or enter upon the premises of departmental facilities or offices while under the influence of alcohol, the illegal use of drugs, and/or controlled substances. APPLICABILITY: All employees of the Department, however, employees with commercial driver’s licenses will be subject to testing as specified by the Federal Department of Transportation.
EMPLOYEE DRUG AND ALCOHOL TESTING. 27.1 The right to develop and implement alcohol and drug testing programs. PURPOSE: To protect the personal safety of employees, State property and the general public. Employees shall not be permitted to perform their duties or enter upon the premises of the Employer while under the influence of alcohol, the illegal use of drugs, and/or controlled substances. It is not the intent of the Employer to take disciplinary action as a direct consequence of receiving a confirmed positive result. However, nothing prohibits the employee from being subject to disciplinary action for inappropriate or illegal acts performed while under the influence of the illegal use of a controlled substance while on duty. The Employer may take disciplinary action only for just cause, with consideration to mitigating information, as a result of the employee’s inability to perform required duties. The employee retains his/her grievance rights provided for in the NAPE/AFSCME Labor Agreement. APPLICABILITY: All employees, however, employees with commercial driver’s licenses will be subject to testing as specified by the Federal Department of Transportation. Testing to be conducted by the Employer or contracted licensed vendor hired by the Employer. The following situations/conditions may require tests to be conducted of employees. For employees, failure or refusal to submit to such tests may result in disciplinary action:
1. Pre-employment
2. Work accident
3. Critical incident
4. Commercial Drivers (CD)
5. Return to duty
6. Reasonable Suspicion
7. There shall be no random testing
A. Rights and Privacy: The rights and privacy of employees shall be safeguarded to the maximum extent possible. All records and/or results generated in compliance with this procedure will be confidential. Under no circumstances shall the employee be required to provide their social security numbers or home address to the drug collection site. All information and reports concerning such incidents are to be maintained in the strictest of confidence ensuring that the alleged substance abuse is not discussed at or outside the workplace. Any breach of confidentiality is subject to severe disciplinary actions.
EMPLOYEE DRUG AND ALCOHOL TESTING. The School District and the Education Interpreters Group have a commitment to provide a drug-free and alcoholfree school environment for all employees and students of District 742. The District and the Education Interpreters Group agree to the terms and conditions which are set forth in School District Policy Number 416, Employee Drug and Alcohol Testing Policy (including Administrative Guidelines on such policy), which was revised by the Board of Education on April 26, 2001. This Board Policy and Administrative Guidelines will allow the District (under the conditions specified in the Policy and/or Guidelines) to require an employee to submit to drug and/or alcohol testing. If there is a change to the Policy/Guidelines that affects terms and conditions of employment, then the implementation of the Policy/Guidelines will be subject to negotiations.
EMPLOYEE DRUG AND ALCOHOL TESTING. Alcoholism and drug abuse or addiction is recognized by the parties as interfering with the Employer’s services and as posing a danger to the public’s health and safety, as well as that of the employee. It is recognized that the Employer and the employees have the right to insist on an alcohol and drug free environment, and to be free from direction by any individual where probable cause exists to believe that individual to be under the influence of alcohol or drugs. The parties agree to cooperate in encouraging employees afflicted with alcoholism or drug addiction to undergo a coordinated rehabilitation program.
EMPLOYEE DRUG AND ALCOHOL TESTING. Section 1. Testing of bargaining unit employees for use of drugs and/or alcohol, including random testing, shall be conducted in accordance with approved policies of the County of Hennepin and the Hennepin County Sheriff's Office.
EMPLOYEE DRUG AND ALCOHOL TESTING. The School District and the Association have a commitment to provide a drug-free and alcohol-free school environment for all employees and students of District 742. The District and the Association agree to the terms and conditions which are set forth in School District Policy Number 416, Employee Drug and Alcohol Testing Policy (including Administrative Guidelines for implementing the Employee Drug and Alcohol Testing Policy - Non-CMV Employees), which was adopted by the Board of Education on November 30, 1995 and revised March 8, 2017. This Board Policy and Administrative Guidelines will allow the District (under the conditions specified in the Policy and/or Guidelines) to require an employee to submit to drug and/or alcohol testing. If there is a change to the Policy/Guidelines that affects terms and conditions of employment, then the implementation of the Policy/Guidelines will be subject to negotiations.
EMPLOYEE DRUG AND ALCOHOL TESTING. 30-34 ARTICLE 23: EMPLOYEE DISCIPLINE 35-36 ARTICLE 24: SAVINGS CLAUSE 36 ARTICLE 25: ENTIRE AGREEMENT 36 ARTICLE 26: DURATION AND TERM OF AGREEMENT 37
EMPLOYEE DRUG AND ALCOHOL TESTING. 49.1 Department of Transportation regulations with regard to drug and alcohol testing of employees utilizing municipal vehicles and equipment will be implemented and enforced. All employees will be subject to random (and, effective November 7, 2018, reasonable suspicion) drug and alcohol testing pursuant to the same rules and regulations in effect for CDL holders. Reasonable suspicion is the quantum of knowledge sufficient to induce an ordinary prudent and cautious person to act under the circumstances. Reasonable suspicion must be directed at a specific person and be based on specific and articulable facts and the logical inferences and deductions that can be drawn from those facts. Reasonable suspicion may be based on, among other things, observable phenomena, such as direct observation of use and/or physical symptoms o f using or being under the influence of illegal controlled substances or alcohol, such as, but not limited to, slurred speech; disorientation; a pattern o f abnormal conduct or erratic behavior; conduct or behavior which warrants Town inquiry because o f a direct bearing on the mental facilities o f the employee on the health and safety of others; action(s) inconsistent with normal conduct or behavior; or information provided either by reliable and credible sources or that is independently corroborated.
EMPLOYEE DRUG AND ALCOHOL TESTING. 49.1 Department of Transportation regulations with regard to drug and alcohol testing of employees utilizing municipal vehicles and equipment will be implemented and enforced. All employees will be subject to random drug and alcohol testing pursuant to the same rules and regulations in effect for CDL holders.
