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:
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. 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 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. 30-34 Section 20.1 Statement of Policy 30 Section 20.2 Prohibitions 31 Section 20.3 Drug and Alcohol Testing Permitted 31 Section 20.4 Order to Submit to Testing 32 Section 20.5 Tests to be Conducted 32 Section 20.6 Right to Contest 34 Section 20.7 Voluntary Request for Assistance 34 ARTICLE 21: UNION ACCESS 35 ARTICLE 22: SAFETY 35 Section 22.1 Cooperation 35 ARTICLE 23: EMPLOYEE DISCIPLINE 35-36 Section 23.1 General Principles 35 ARTICLE 24: SAVINGS CLAUSE 36 ARTICLE 25: ENTIRE AGREEMENT 36 ARTICLE 26: DURATION AND TERM OF AGREEMENT 37 AGREEMENT This Agreement is made and entered into by and between the Village of Cary, Illinois (hereinafter referred to as the “Village”) and the Service Employees International Union, Local 73, (hereinafter referred to as the “Union”). It is the intent and purpose of this Agreement to set forth the parties’ entire agreement with respect to the rates of pay, hours of employment, fringe benefits, and other conditions of employment that will be in effect during the term of this Agreement for employees covered by this Agreement; to prevent interruptions of work and interference with the operations of the Village; to encourage and improve efficiency and productivity; and to provide procedures for the prompt and peaceful adjustment of grievances as provided herein. No individual agreements shall be made with employees covered by this Agreement which are contrary to the terms set forth in this Agreement.
EMPLOYEE DRUG AND ALCOHOL TESTING. SECTION 20.1 - STATEMENT OF POLICY It is the policy of the Village of Xxxx that the public has the absolute right to expect persons employed by the Village will be free from the effects of drugs and alcohol, and will comply with all federal drug and/or alcohol requirements. The Village, as the employer, has the right to expect its employees to report for work fit and able for duty and to set a positive example for the community. The purposes of this policy shall be achieved in such manner as not to violate any established constitutional rights of the employees. Employees are expected to comply with the terms of the Village’s Driver Drug and Alcohol Policy as it may be amended by the Village from time to time, except that if there is a conflict between such Policy and the terms of this Article, then the provisions of this Article shall control.
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.
