Management Responsibilities and Guidelines Sample Clauses
Management Responsibilities and Guidelines. 1. Managers and supervisors are responsible for reasonable enforcement of this policy, and for the administration of discipline as deemed appropriate, consistent with the Discipline Section (B-XV). Managers and supervisors will be provided training regarding their responsibilities.
2. Managers and supervisors may request and, if necessary, subsequently order that an employee submit to a drug and/or alcohol test when a manager or supervisor has a reasonable suspicion that an employee is intoxicated or under the influence of drugs or alcohol while on the job or subject to being called. "Reasonable suspicion" is a belief based on objective facts sufficient to lead a reasonably prudent person to suspect that an employee is under the influence of drugs or alcohol so that the employee's ability to perform the functions of the job is impaired or so that the employee's ability to perform his/her job safely is reduced. For example, any of the following, alone or in combination, may constitute reasonable suspicion:
a. Slurred speech;
b. Odor of an alcoholic beverage on breath;
c. Unsteady walking and movement;
d. An accident involving the employee and/or equipment or property where the cause may be symptomatic of suspected use;
e. Physical altercation;
f. Verbal altercation;
g. Unusual behavior where the cause may be symptomatic of suspected use;
h. Possession of alcohol or drugs; or
i. Information obtained from a reliable person with personal knowledge. The supervisor shall make reasonable attempts to verify or corroborate such information prior to requesting or ordering an employee to submit to a drug test.
3. If the manager or supervisor reasonably believes that an employee is under the influence, and wants to talk to the employee before sending him/her to a test, the employee shall be advised of his/her right to representation. Upon the employee's request for representation, any interrogation or testing shall cease until representation is present, unless representation is not immediately available. However, if based on the reasonable suspicion, the manager or supervisor wants to send the employee to the test without interrogating the employee, he/she may do so.
4. Any manager or supervisor requesting or ordering an employee to submit to a drug and/or alcohol test shall document in writing the facts constituting reasonable suspicion that the employee in question is intoxicated or under the influence of drugs. When possible, the supervisor shall seek the opinion o...
Management Responsibilities and Guidelines. A. Supervisors and department heads shall not physically search the persons of employees nor shall they search the personal possessions of employees without the freely given consent of, and in the presence of, the employee.
B. Supervisors and department heads shall notify the appropriate law enforcement agency when they have reasonable suspicion to believe that an employee may have illegal drugs in their possession or in an area jointly or fully controlled by the City of Xxxxxxxx.
C. Any supervisor or department head encountering an employee who refuses to consent to a drug and/or alcohol analysis when “reasonable suspicion” has been identified, shall remind the employee of the requirements of the policy and that they may be subject to disciplinary action. The reason(s) for the refusal shall be considered in determining the appropriate disciplinary action. Where there is reasonable suspicion that the employee is under the influence of alcohol or drugs, the supervisor should direct the employee to remain at work for a reasonable time until the employee can be safely transported home.
D. Nothing in this policy shall be interpreted as constituting any waiver of or limitation on the City’s responsibility to maintain discipline, or the right to invoke disciplinary measures, nor the employee’s right to due process and the processing of grievances concerning such disciplinary measures in accordance with the grievance procedure outlined in Article 19.
E. Whenever disciplinary action is used in this policy, it shall include but is not limited to; oral reprimand, written reprimand, suspension, demotion or discharge.
F. Each employee will be given a copy of the City’s policy on Drug and Alcohol Substance Abuse.
G. No employee’s job security or promotional opportunities will be jeopardized by their request for assistance in problems relating to alcohol and chemical abuse. Employees who refuse evaluation/diagnosis (and treatment if indicated) or who do not respond to treatment will be handled in accordance with the city policy for unacceptable job performance.
Management Responsibilities and Guidelines. Managers and supervisors are responsible for consistent enforcement of this provision.
Management Responsibilities and Guidelines. 1. Managers and supervisors are responsible for consistent enforcement of this provision. 183. 2. The Department may request that an employee submit to a drug and/or alcohol analysis when a manager or supervisor has a reasonable suspicion that an employee is intoxicated or under the influence of drugs or alcohol.
Management Responsibilities and Guidelines. Managers and supervisors are responsible for the consistent enforcement of this policy. Any supervisor who knowingly permits a violation of this policy by Employees under his direct supervision shall be subject to disciplinary action.
Management Responsibilities and Guidelines. A. Managers and supervisors are responsible for enforcement of this policy.
B. Managers and supervisors may order an employee to submit to a drug and/or alcohol test when there are facts which would support the reasonable suspicion that the employee is under the influence of drugs or alcohol while on the job. This order to submit to testing must first be approved by the manager's or supervisor's immediate supervisor, if available.
C. Employee will submit to an alcohol and drug screening test as a matter of routine after a motor vehicle accident resulting in a fatality, serious bodily injury or serious property damage in which a participant is a County employee on County time or driving a County vehicle.
D. Managers or supervisors shall not physically search employees, nor shall they search the personal possessions of employees without the freely given consent of the employee. Searches, when consented to, shall be made in the presence of the employee and a witness.
E. Managers or supervisors shall notify the Fire Chief or designee when they have reasonable suspicion to believe that an employee may have illegal drugs in his/her possession or in an area not jointly or fully controlled by the County. If the Fire Chief or designee believes that there is a reasonable suspicion of illegal drug possession, notification will be made to the appropriate law enforcement agency. The following factors may give rise to reasonable suspicion:
1. Physical impairment normally associated with drug or alcohol under the influence such as slurred speech, unsteady gait, inability to walk;
2. Impaired oral communication or cognitive functions such as inability to carry on a conversation, lack of contact with reality;
3. Odor of alcohol on body or breath;
4. Accident involving County property due to impaired physical abilities, such as ability to perceive, respond and exercise good judgment, normally associated with drug or alcohol under the influence;
5. Possession of alcohol or drugs at the workplace or work location;
6. Unusual behavior normally associated with drug or alcohol use/abuse.
Management Responsibilities and Guidelines. Managers and Supervisors are responsible for reasonable enforcement of this policy. • Managers and Supervisors may request that an employee submit to a drug and/or alcohol test when a Manager or Supervisor has a reasonable suspicion that an employee is intoxicated or under the influence of drugs or alcohol while on the job or subject to being called.
Management Responsibilities and Guidelines a. Managers and supervisors are responsible for understanding this policy and applying it without bias or prejudice.
b. Managers and supervisors must avail themselves of training on the employer's role in handling the special problems of represented Fire employees who suffer from alcohol or drug dependency.
c. Managers and supervisors may request that a represented Fire employee submit to a fitness-for-duty examination when there is reasonable suspicion that a represented Fire employee is impaired, and is unable to perform the job duties required in a safe and efficient manner. When doing so, the manager or supervisor is required to document, in writing, the facts and circumstances leading to the reasonable suspicion that the represented Fire employee was impaired and could not perform safely on the job. (Note: First-line supervisors should consult with their supervisors, department directors and Personnel Director, and a joint decision should be made as to whether or not the represented Fire employee should undergo a fitness for duty medical examination.)
d. When there is a reasonable suspicion that the represented Fire employee is impaired, the manager or supervisor must attempt to detain the represented Fire employee until the represented Fire employee can be safely transported from the work place. If the represented Fire employee refuses to submit to the fitness-for-duty examination, or attempts to leave before safe transport can be found, the manager or supervisor shall remind the represented Fire employee of the requirements and disciplinary consequences of this policy.
e. Managers and supervisors shall notify their department directors or designee, when there is reasonable suspicion that a represented Fire employee may have illegal drugs in his or her possession. If the department director or designee concurs that there is reasonable suspicion of illegal drug possession, the department director shall notify the appropriate law enforcement agency.
f. Department Heads and supervisors must use the reasonable suspicion standards in determining whether a fitness-for-duty examination is warranted. Examples of what could lead to a reasonable suspicion of impairment are: 1) slurred speech; 2) alcohol odor on breath; 3) unsteady walking and movement; 4) size of pupils and their reaction to light; 5) an accident involving City property; 6) verbal altercation; 7) unusual behavior; 8) possession of alcohol or drugs; and 9) information obtained from a reliable p...
Management Responsibilities and Guidelines. The County of Modoc affirms the need to protect individual dignity, privacy and confidentiality throughout the administration of this policy. The county shall assure fair and equitable application of this policy. Therefore, supervisors and managers are required to administer all aspects of this policy in an unbiased and impartial manner. Any employee who believes they have been unfairly treated in the administration of this policy may use the county’s grievance procedure.
Management Responsibilities and Guidelines. A. Managers and supervisors are responsible for reasonable enforcement of this policy.
B. No persons shall physically search the person of employees, or shall they search the personal possession of employees without the freely given consent of, and in the presence of, the employee.
C. Managers and supervisors shall notify their Department Head or designee when they have reasonable suspicion to believe that an employee may have illegal drugs in their possession or in an area not jointly or fully controlled by the County. If the Department Head or designee concurs that there is reasonable suspicion of illegal drug possession, the Department Head shall notify the appropriate law enforcement agency.