Laboratory Testing For Alcohol and Drug Use Sample Clauses

Laboratory Testing For Alcohol and Drug Use. All testing of samples will be performed by competent laboratory personnel at an SAMSHA-accredited medical facility to be selected by the Company. Alcohol testing by breath analysis shall be conducted in keeping with standards established and used for Department of Transportation alcohol testing. If said breath analysis is conducted in keeping with these standards, the Union shall not challenge the general reliability of breath analysis at any grievance procedure involved the affected employee. All blood specimens shall only be screened for the presence of alcohol and shall not be screened for the presence of other diseases or antibodies. All urine specimens shall be screened in accordance with medically accepted immunoassay procedures. For the purposes of this Agreement, a test result shall be considered “positive” when it is tested by using gas chromatography/mass spectrometry (GC/MS) confirmatory test and exceeds cutoff levels set forth in the U.S. Department of Health and Human Services Guidelines for the Workplace Drug Testing Programs, published in the Federal Register on June 9, 1994 (as amended effective December 1, 1998). (See attachment to this MOU.) However, if during the life of this Agreement the U.S. Department of Health and Human Services shall issue different cutoff values for GC/MS confirmatory procedures, those different cutoff values shall apply herein. Upon completion of the testing, the laboratory will transmit to the Company’s designated MRO, the written results of the tests that test positive, which shall be made available to the employee.
Sample 1Sample 2Sample 3See All (4)
AutoNDA by SimpleDocs

Related to Laboratory Testing For Alcohol and Drug Use

  • Alcohol and Drug Testing Employee agrees to comply with and submit to any Company program or policy for testing for alcohol abuse or use of drugs and, in the absence of such a program or policy, to submit to such testing as may be required by Company and administered in accordance with applicable law and regulations.

  • Alcohol and Drug-Free Workplace City reserves the right to deny access to, or require Contractor to remove from, City facilities personnel of any Contractor or subcontractor who City has reasonable grounds to believe has engaged in alcohol abuse or illegal drug activity which in any way impairs City's ability to maintain safe work facilities or to protect the health and well-being of City employees and the general public. City shall have the right of final approval for the entry or re-entry of any such person previously denied access to, or removed from, City facilities. Illegal drug activity means possessing, furnishing, selling, offering, purchasing, using or being under the influence of illegal drugs or other controlled substances for which the individual lacks a valid prescription. Alcohol abuse means possessing, furnishing, selling, offering, or using alcoholic beverages, or being under the influence of alcohol.

  • DRUG/ALCOHOL TESTING Drug/alcohol testing shall be conducted solely for administrative purposes and the results obtained shall not be used in criminal proceedings. Under no circumstances may the results of drug/alcohol screening or testing be released to a third party for use in a criminal prosecution against the affected employee. The City conducts the following types of drug/alcohol testing to determine if employees are in compliance with this policy and associated rules of conduct: pre- employment, reasonable suspicion, and post-accident. In addition, employees are tested prior to returning to duty after a positive drug or alcohol test and subject to follow-up testing conducted during the course of a rehabilitation program recommended by a substance abuse professional. A Medical Review Officer (MRO) reviews test results and determines which tests are positive and which are negative. The City shall test for the following drugs: marijuana, amphetamines, opiates, phencyclidine (PCP), cocaine, barbiturates, benzodiazepines, methadone, methaqualone, and propoxyphene.. An initial drug screen is conducted on each specimen. For those specimens that are not negative, a confirmatory gas chromatography/mass spectrometry (GC/MS) test is performed. The test is considered positive if the amounts present are above the minimum thresholds established in 49 CFR Part 40. An alcohol concentration of .04 percent or greater is considered a positive alcohol test, and in violation of this policy. If a drug or alcohol test produces a positive result, the City may take such actions as authorized in Section 14.6 herein. Sick leave and/or other paid leave may be used while participating in a rehabilitation program. Otherwise, the employee will be placed on leave without pay until return to work following a negative alcohol/ drug test and authorization by the SAP.

  • Laboratory Testing All laboratories selected by UPS Freight for analyzing Controlled Substances Testing will be HHS certified.

  • Alcohol & Drugs I understand that the possession or consumption of alcoholic beverages or illegal substances is prohibited at all game locations and Activities hosted by the Club. I understand that by not following the rules of the game, or by playing while intoxicated, or if there is any suspicion of intoxication, I will not be allowed to play and will not receive a refund.

  • Alcohol and Drugs Service Provider agrees that the presence of alcohol and drugs are prohibited on the Work Site and while performing their Services. If the Service Provider or any of their agents, employees, or subcontractors are determined to be present or with alcohol or drugs in their possession, this Agreement shall terminate immediately.

  • DRUG AND ALCOHOL TESTING Employees may be tested for drugs and/or alcohol pursuant to the provisions of the Employer's Drug and Alcohol Testing Policy which is attached hereto and made a part of this Agreement as if more fully set forth herein.

  • Drug Testing (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act.

  • Drug and Alcohol Testing – Safety-Sensitive Functions A. Employees required to have a Commercial Driver’s License (CDL) are subject to pre-employment, post-accident, random and reasonable suspicion testing in accordance with the U.S. Department of Transportation rules, Coast Guard Regulations (46 CFR Part 16) or the Federal Omnibus Transportation Employee Testing Act of 1991. The testing will be conducted in accordance with current Employer policy.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!