Employment Testing. A test is an instrument administered by Human Resources, used as a basis for any employment decision including, but not limited to, hiring and competitive-bid promotion. Such tests may measure aptitude, achievement, and other proficiencies. Examples include, but are not limited to, a review of records, interview, typing, computer skills, basic skills, job knowledge, work sample or other demonstration tests deemed reliable and job-related as approved by the Human Resources Group Manager.
Employment Testing. Physical Test Battery (PTB), Work Orientation Inventory (WOI), or new tests by Company and Union Agreement Bidding & Transfers: Notes on minimum requirements for internal transfers through Job Bidding or the Transfer/Promotion (TP) Process:
Employment Testing. All applicants or apprentices which the Union refers for employment with the Employer will be required to submit to testing for the presence of illegal drugs as a part of the application process. Any such applicant who has taken, and passed, a drug test for the Employer within 90 days of the applicant's current job referral will not be required to take a pre-employment drug test.
Employment Testing. All applicants for safety-sensitive classifications shall undergo urine controlled substance testing prior to employment. Receipt of a satisfactory test result is required prior to employment and failure of a controlled substance test will disqualify the applicant from further consideration for employment. Pre-Employment testing requirements will be conducted in compliance with current law.
Employment Testing. Whenever appropriate in the Town’s discretion and in accordance with applicable laws, the Town may authorize written and/or performance (competency) tests including job-related skills, physical agility or other types of tests, singly or in groups, as circumstances warrant. Employees should follow all appropriate testing procedures. You are encouraged to discuss these matters further with your supervisor.
Employment Testing. A test is an instrument administered by the Human Resources Group, used as a basis for any employment decision including, but not limited to, hiring and competitive-bid promotion. Such tests may measure aptitude, and other objective proficiencies. The weighted criteria shall then be used by panel interviewers in scoring each candidate. Scoring shall be based on a scale of 0-100, or pass or fail. Test tools may include a review of records for reviewing for minimum qualifications, structured interviews, typing, computer skills, basic skills, job knowledge, work sample or other practical or knowledge demonstration tests deemed reliable and job-related as approved by EEO and the Human Resources Group Manager. Candidates participating in testing shall be notified of the pass/fail and/or scoring thresholds prior to taking or participating in any test.
Employment Testing. Prior to the first time a covered employee performs safety-sensitive functions for Student Transportation of America or the School, the employee will undergo testing for controlled substances. Student Transportation of America will not allow any covered employee to perform safety-sensitive functions unless the covered employee has produced a controlled substances test result from a medical review officer indicating a verified negative test result. Student Transportation of America will not employ an applicant with a pre-employment test result indicating a verified positive test result.
Employment Testing. All new applicants who apply for a safety sensitive position will be subject to pre-employment alcohol and controlled substance testing. Applicants testing positive for a controlled substance or testing a breath alcohol concentration greater than 0.04 will be deemed unqualified for the position.
Employment Testing. All applicants shall be given a conditional offer of employment and will be required to submit to testing for the presence illegal drugs. The offer of employment for Safety Sensitive Positions is contingent upon a negative drug test result. A conditional offer of employment will be rescinded for any applicant who tests positive for the presence of illegal drugs. All applicants will be provided written notice of this policy including whether they will be in a safety sensitive position or not. Applicants will be required to acknowledge via signature for receipt and understanding of this policy. Reasonable Belief Testing An employee will be tested for illegal drugs, or the abuse of prescription medication, when the employee manifests “reasonable belief” behavior that would endanger their well-being, as well as the safety of fellow employees or the general public. The basis of suspicion of alcohol or drug abuse may be a specific, contemporaneous event, or conduct-evidencing impairment observed over a period of time.
