Mandatory Testing. Mandatory physical examinations for sworn employees shall include the submission of a urine specimen for routine analysis and screening for the presence of drugs or alcohol. Analysis and screening for drugs and alcohol is required for sworn employees in the following circumstances:
Mandatory Testing. 1. No driver shall refuse to submit to any of the tests set forth in Section 4 of this policy. Refusal to submit includes failing to provide adequate breath and/or urine samples for testing without a valid medical explanation and any other conduct that obstructs the testing process. Drivers who refuse to be tested shall not be permitted to drive.
Mandatory Testing. A. Where the Agency has a reasonable suspicion that an employee is under the influence of any alcoholic intoxicants or controlled substances, including marijuana, or has a controlled substance, including marijuana, present in the body, the Agency may require that the employee immediately consent and submit to field impairment tests, blood, urine or breathalyzer test. The Agency shall pay for the costs of the tests. A refusal to consent and submit to any of these tests shall subject an employee to immediate termination.
B. When the employee is notified that he or she is required to consent and submit to such tests, or searches as described in Section 10 of this Article, he or she may request the presence of an Association representative to witness the tests or searches. The test or searches may not be unduly delayed in order to wait for a representative. The absence of a representative shall not be grounds for the employee to refuse to consent and submit to such tests or searches. The presence of a representative shall not disrupt or interfere with the tests or searches.
C. Before a supervisor, acting on the behalf of the Agency under this policy, may require an employee to consent and submit to any test(s) specified in this section, the supervisor must first obtain concurrence from the supervisor’s department head or his designee that the information available to the Agency about the subject employee is sufficient to determine reasonable suspicion that prohibited conduct will be established as a result of such test(s).
D. The employee shall give consent to a blood, urine, or breathalyzer test by signing a consent form. The form shall contain the following information:
1. Employee’s consent to release test results to the Agency;
2. The procedure for confirming an initial positive test result for a controlled substance, including marijuana;
3. The consequences of a confirmed positive test result for a controlled substance, including marijuana;
4. The consequences of a positive test for alcohol, including one at or above .02%;
5. A listing provided by the employee of legally prescribed and over-the-counter medications which may be in the employee’s body;
6. The right to explain a confirmed positive test result for a controlled substance, including marijuana, or a positive test for alcohol;
7. The consequence of refusing to consent to the blood, urine or breathalyzer test.
E. After the sample is given, the contractor will divide the sample into two (2) parts. ...
Mandatory Testing. The City has a mandatory testing program for all employees represented by the Association with the exception of those members that may be on modified duty or are excused for medical reasons. Personnel on modified duty or excused for medical purposes shall be required to submit to the testing as soon as they are released to full duty. Failure to submit to the testing will be considered a failure. All members will be required to choose which of the below two options they will be participating in for that calendar year at a predetermined date. A member will not be allowed to change their selection until the following year. In cases where Santa Xxx College refuses to test an employee, a letter from a testing facility/physician stating that the employee completed the required evaluation or test at a passing percentage for the physical fitness evaluation will be the required method of documentation.
Mandatory Testing. Any employee may be required, at the discretion of the Chief, to submit to a Drug and/or Alcohol test as provided in Section 4-c of this agreement where:
1) Reasonable suspicion exists of substance abuse and;
a) who is involved in a work related accident which involves a fatality or an injury requiring hospitalization, or
b) who is involved in a work related motor vehicle accident where there is disabling damage to a vehicle which had to be towed away and an injury requiring immediate medical treatment away from the scene. Refusal on the part of the employee to submit to the test shall be considered as misconduct and shall subject the employee to disciplinary action.
Mandatory Testing. To assist in the enforcement of this policy, the County and Association agree that mandatory employee testing will be required in the following circumstances:
Mandatory Testing. In addition to random testing, members assigned to a specialty unit, to include but not limited to K-9, KVET, SCAR, Evidence CSO, Lab Tech, Crime Lab and a promotion to a KPSA position are subject to testing entering and exiting those positions. K-9 and KVET officers may be tested at any time.
Mandatory Testing. Employees are required to submit to alcohol and drug testing when the employee:
(i) is involved in a motor vehicle collision while engaged in the performance of their official duties or in the line of duty and a serious injury to a person or persons or a fatality of a person or persons has occurred; or
(ii) discharges their firearm, causing an injury or death to a person or persons, during the performance of their official duties or in the line of duty. Drug and alcohol testing under this sub-paragraph must be completed as soon as practicable but no later than the end of the involved employee’s shift or tour of duty.
Mandatory Testing. A. Where the City has reasonable suspicion to believe that an employee is under the influence of any alcoholic intoxicants or controlled substances, including marijuana, or has a controlled substance, including marijuana, present in the body, the City may require that the employee immediately consent and submit to field impairment tests, blood, urine or breathalyzer test. The City shall pay for the costs of the tests. A refusal to consent and submit to any of these tests shall subject an employee to immediate termination.
B. When the employee is notified that he or she is required to consent and submit to such tests, or searches as described in Section 32.10 of this Article, he or she may request the presence of a Union representative to witness the tests or searches. The tests or searches may not be unduly delayed for more than one hour in order to wait for a representative. The absence of a representative shall not be grounds for the employee to refuse to consent and submit to such tests or searches. The presence of a representative shall not disrupt or interfere with the tests or searches.
C. Before a supervisor, acting on behalf of the City under this policy, may require an employee to consent and submit to any test(s) specified in this section, or to search(s) specified in Section 32.10 which require reasonable suspicion, the supervisor must first obtain concurrence from the supervisor's department head or his designee that the information available to the City about the subject employee is sufficient to determine reasonable suspicion that prohibited conduct will be established as a result of such test(s) or search(s).
D. The employee shall give consent to a blood, urine or breathalyzer test by signing a consent form. The form shall contain the following information:
1. Employee's consent to release test results to the City;
2. The procedure for confirming an initial positive test result for a controlled substance, including marijuana;
3. The consequences of a confirmed positive test result for a controlled substance, including marijuana;
4. The consequences of a positive test for alcohol, including one at or above
5. A listing provided by the employee of legally prescribed and over-the-counter medications which may be in the employee's body;
6. The right to explain a confirmed positive test result for a controlled substance, including marijuana, or a positive test for alcohol;
7. The consequences of refusing to consent to the blood, urine or breathal...
Mandatory Testing. The City may require an employee to immediately submit to blood, urine, or Breathalyzer testing to detect drugs or alcohol where:
