For Cause Drug and Alcohol Testing Sample Clauses

For Cause Drug and Alcohol Testing. The Employer and the Union are committed to maintaining a safe and healthful working environment for all employees. In addition, Employer has an obligation to ensure public safety and trust with regard to Association work environment and services. Accordingly, the use of alcohol or controlled substances, including marijuana, cocaine, opiates, heroin, amphetamines, and phencyclidine, or other controlled substances prohibited by state or federal law is strictly prohibited and may result in discipline in accordance with the appropriate labor agreements and Employer’s policies.  “For-Cause” drug or alcohol testing will be applicable to all employees covered by this Agreement.  No Bargaining Unit Employee will be tested for drug metabolites or alcohol unless there exists probable suspicion that the employee to be tested is using or is under the influence of drugs or alcohol. Probable suspicion means suspicion based on specific personal observations that the Employer representative can describe concerning the appearance, behavior, speech or breath odor of the on-duty employee.  An employee suspected of using or being under the influence of drugs or alcohol may have a Union Shop Xxxxxxx or alternate present when the employee is being observed by Employer for the above suspicions.  The testing shall be done by a qualified Laboratory (the Laboratory) designated by Employer.  The Employer representative and Xxxxxxx must have received training in the signs of drug and alcohol intoxication in a training program endorsed or conducted by Employer, except that training is not a prerequisite in situations where the employee’s drug or alcohol use or impairment would be obvious to a person of ordinary intelligence and perception. Employer will make attendance at its drug and alcohol training program available to Union Shop Stewards so they may receive the same training as Employer representatives.  If the Employer Representative has probable suspicion to believe that the employee is using or is under the influence of controlled substances or alcohol, he/she shall require the employee (in the presence of a Union Shop Xxxxxxx) to go to the Laboratory to provide urine specimens for laboratory testing. The Employer representative may also accompany the affected employee and Shop Xxxxxxx to the Laboratory. Transportation to the laboratory will be provided by the Employer. In the event a Shop Xxxxxxx is not immediately available, Employer will contact the alternate Shop Xxx...
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For Cause Drug and Alcohol Testing. 8.5.1.1No Bargaining Unit Employee will be tested for drug metabolites or alcohol unless there exists probable suspicion that the employee to be tested is using or is under the influence of drugs or alcohol. Probable suspicion means suspicion based on specific personal observations that the Employer representative can describe concerning the appearance, behavior, speech or breath odor of the on-duty employee.
Sample 1
For Cause Drug and Alcohol Testing. Random drug testing is not permitted. Reasonable cause for drug and alcohol testing should include conduct and/or current indicators of impairment such as the following: Recent conduct/behavior: < Disregard for safety of others < Taking needless risks < Unexplained “disappearances” from the job < Lapses in concentration or coordination < Complaints from co-workers < Poor judgment/increased mistakes < Observed impairment of job performance < Serious workplace accident with a degree of employee fault or which might have been prevented by employee behavior < A workplace accident following a series of similar accidents which results in injury, financial loss or equipment damage < Evidence of drug tampering in the employee’s workplace < Other erratic conduct or behavior Current indicators < Odor of alcohol < Slurred speech < Bizarre behavior < Lack of muscular coordination or control < Violent behavior < Excessively active/drowsy < Inability to verbalize < Presence of drug paraphernalia < Deteriorating physical appearance or hygiene Observations such as the above factors may cause a supervisor to request a reasonable suspicion evaluation. One employee who is trained to evaluate reasonable suspicion will meet with the employee. The evaluator must agree with the supervisor that the employee exhibits reasonable suspicion of impairment due to drug or alcohol use. An evaluator is defined as any employee who has been given “reasonable evaluation” training. Reasonable evaluation training will be made available to all managers, safety teams, and Union stewards. Stewards will not be required to perform reasonable suspicion evaluations on bargaining unit members. Requirements (and Testing Procedures)
Sample 1
For Cause Drug and Alcohol Testing. No officer shall be required to submit to a blood test, a breathalyzer test or any other test to determine the presence of alcohol in the blood for any reason, or any test to determine the use of or presence of drugs or other chemical substances, except pursuant to the Department's random drug testing policy, unless the Department has reasonable cause to believe that the officer is then under the influence of alcohol, is a current user of non-prescribed controlled substances or upon proposed changes in personnel status or permanent changes in assignment. A split sample will be provided, if requested, for any blood or urine test. The Department shall develop a reasonable protocol for all such testing, including but not limited to, the specific tests to be conducted, retention and transportation of samples. Nothing herein shall be construed to restrict the Department's right to insist upon a work force free of controlled substance abusers.
Sample 1

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