Informing Employees About Drug and Alcohol Testing. All employees shall be fully informed of the Fire Department's drug and alcohol testing policy. Employees will be provided with information concerning the impact of the use of alcohol and drugs on job performance. In addition, the Employer shall inform the employees on how the tests are conducted, what the test can determine and the consequence of testing positive for drug use. All newly hired employees will be provided with this information on their initial date of hire. No employees shall be tested before this information is provided to them. Prior to any testing, the employee will be required to sign the attached consent and release form. Employees who wish to voluntarily seek assistance may do so by contacting The Fire Chief, their shop xxxxxxx, an officer of their Union, or the Union attorney. The person contacted will contact the employer on behalf of the employee and make arrangements to implement the rehabilitation portions of this policy. No disciplinary action will be taken against an employee unless he/she refuses the opportunity for rehabilitation, fails to complete a rehabilitation program successfully, or again tests positive for drugs within two (2) years of completing an appropriate rehabilitation program.
Informing Employees About Drug and Alcohol Testing. All employees shall be fully informed of the company drug and alcohol testing policy. Employees will be provided with information concerning the impact of the use of alcohol and drugs on job performance. In addition, the employer shall inform the employees on how the tests are conducted, what the tests can determine and the consequence of testing positive for drug use. All newly hired employees will be provided with this information on their initial date of hire. No employee shall be tested before this information is provided to him/her. The Employer shall not discipline employees who voluntarily come forward and ask for assistance to deal with a drug or alcohol problem. Prior to any testing, the employee will be required to sign the attached consent and release form. No disciplinary action will be taken against an employee unless he/she refuses to sign the consent and release form, refuses to take a drug/alcohol test, refuses the opportunity for rehabilitation, fails to complete a rehabilitation program successfully, or again tests positive for drugs/alcohol within two (2) years of completing an appropriate rehabilitation program.
Informing Employees About Drug and Alcohol Testing. All employees shall be fully informed of this drug and alcohol testing policy. Employees will be provided with information concerning the impact of the use of alcohol and drugs on performance. Employees who voluntarily come forward and ask for assistance to deal with a drug or alcohol problem shall not be disciplined by the City solely for coming forward and admitting a problem. The City shall not be prevented from disciplining an employee for other legitimate reasons just because the employee has voluntarily asked for assistance with a drug or alcohol problem. The City encourages employees to seek treatment for drug and alcohol abuse voluntarily. To encourage employees to do so, the City makes available the Employee Assistance Program (EAP). Any decision to voluntarily seek help through the Employee Assistance Program, or privately, will not in and of itself interfere with an employee’s continued employment or eligibility for promotional opportunities. Information regarding an employee’s participation in the Employee Assistance Program will be maintained in confidence.
Informing Employees About Drug and Alcohol Testing. All employees shall be fully informed of the Fire Department’s drug and alcohol testing policy. Employees will be provided with information concerning the impact of the use of alcohol and drugs on job performance. The employer shall inform the employees on how the tests are conducted, what the test can determine and the consequences of testing positive for drug use. All newly hired employees will be provided with this information on their initial date of hire. No employee shall be tested before this information is provided to him/her.
Informing Employees About Drug and Alcohol Testing. All employees shall be fully informed and supplied a copy of the Employer's drug and alcohol testing policy. Employees will be provided with information concerning the impact of the use of alcohol and drugs on job performance. In addition, the Employer shall inform the employees on how tests are conducted, what the test can determine, and the consequences of testing positive for drug use. The City has provided information to the employees of the Fire Department on the adverse effects of the use of illegal drugs and the abuse of alcohol and legal drugs including, but not limited to, the impact and potential impact of such actions on job performance co-workers. All newly hired employees will be provided with this information on their initial date of hire. No employee shall be tested before this information is provided to him/her. The Employer shall not discipline employees who voluntarily come forward and ask for assistance to deal with a drug and/or alcohol problem. No disciplinary action will be taken against an employee unless he/she refuses the opportunity for rehabilitation, fails to complete the program successfully, or again tests positive for drugs within two
Informing Employees About Drug and Alcohol Testing. All employees shall be fully informed of the Police Department’s drug and alcohol testing policy. Employees will be provided with information concerning the impact of the use of alcohol and drugs on job performance. In addition, the Employer shall inform the employees on how the tests are conducted, what the test can determine and the consequences of testing positive for drug and/or alcohol use. All newly hired employees will be provided with this information on their initial date of hire. No employee shall be tested before this information is provided to him. Prior to any testing, the employee will be required to sign the attached consent form and release form. Employees who voluntarily come forward and ask for assistance to deal with a drug or alcohol problem shall not be disciplined by the Employer.
Informing Employees About Drug and Alcohol Testing. All employees shall be fully informed of the Fire Department’s drug and alcohol testing policy. Employees will be provided with information concerning the impact of the use of alcohol and drugs on job performance. In addition, the Employer shall inform the employees on how the tests are conducted, what the test can determine and the consequences of testing positive for drug use. All newly hired employees will be provided with this information on their initial date of hire. No employee shall be tested before this information is provided to him/her. Prior to any testing, the employee will be required to sign the attached consent form and release form. Employees who voluntarily come forward and ask for assistance to deal with a drug or alcohol problem shall not be disciplined by the Employer. No disciplinary action will be taken against an employee unless he/she refuses the opportunity for rehabilitation, fails to complete a rehabilitation program successfully, or again tests positive for drugs within 1 year of completing an appropriate rehabilitation program.
Informing Employees About Drug and Alcohol Testing. All employees shall be fully informed of the drug and alcohol testing policy. Employees will be provided with information concerning the impact of the use of alcohol and drugs on job performance. In addition, the City shall inform the employees on how the tests are conducted, what the test can determine, and the consequence of testing positive for drug use. All newly hired employees will be provided with this information on their initial date of hire, or as soon thereafter as possible. No employee shall be tested before this information is provided to him/her. Employees who voluntarily come forward and ask for assistance prior to a positive drug or alcohol test, to deal with a drug and/or alcohol problem shall not be disciplined for that act by the City, unless he/she refuses the opportunity for rehabilitation, fails to successfully complete the program or again tests positive for drugs within three (3) years of completing an appropriate rehabilitation program. The City will pay for any follow-up drug testing. It is the employee’s responsibility to use his/her personal medical provider for treatment at his or her own expense.
Informing Employees About Drug and Alcohol Testing. 87.2.1. All employees shall be fully informed of the County’s drug and alcohol testing policy. Employees will be provided with information concerning the impact of the use of alcohol and drugs on job performance. In addition, the County shall inform the employees on how the tests are conducted, what the test can determine and the consequences of testing positive for each individual tested substance. All newly hired employees will be provided with this information on their initial date of hire. No employee shall be tested before this information is provided to the employee. Prior to any testing, the employee will be required to sign the attached consent form and release form.
87.2.2. An employee must notify their supervisor, before beginning work, when taking any alcohol, medications or drugs, prescription or nonprescription, which may interfere with the safe, efficient, and effective performance of their duties or the operation of County equipment including but not limited to vehicles.
87.2.3. The Employee Assistance Program (EAP) provides confidential and professional services to assist employees with drug and alcohol problems. Employees are encouraged to voluntarily seek assistance and receive treatment. The County will not use the results of a drug or alcohol test for criminal prosecution.
87.2.4. This Article specifies occasions when employees may be tested for drug and alcohol use based on the employees’ position duties and reasonable suspicion. A supervisor or manager does not need a drug or alcohol test to refer an employee with an admitted or alleged drug or alcohol use problem to the EAP.
87.2.5. Employees in positions that require driving or operating an emergency service vehicle shall be subject to the requirements of the National Institute of Drug Abuse (NIDA). If there is any conflict with this Article, the NIDA standards will take precedence.
Informing Employees About Drug and Alcohol Testing. All employees shall be fully informed of the City's drug and alcohol testing policy before testing is administered. Employees shall be provided with information concerning the impact of the use of drugs and misuse of alcohol on job performance. In addition, the City shall inform the employees of how tests are to be conducted, when the tests shall be conducted, what tests can determine, and the consequences of testing positive for drug or alcohol use or refusals to test. All newly hired employees shall be provided with this information on their initial date of hire. No employee shall be tested until this information is provided to them.
