Positive Drug and/or Alcohol Test Sample Clauses

Positive Drug and/or Alcohol Test. ‌ The affected individual whose employment is terminated based on a second verified positive test shall be ineligible for future employment in any capacity with the District.
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Positive Drug and/or Alcohol Test. For a first violation of this policy (positive test), the Village will advise the employee of the resources available in evaluating and resolving problems associated with the misuse of drugs and/or alcohol. The employee must also agree to a “Last Chance Agreement” (a sample is attached in Appendix A) and, prior to being eligible for return to duty testing, the employee shall go to a SAP for a face-to-face clinical assessment and evaluation to determine what assistance is needed for the employee. The SAP must provide a letter to the Village stating the specific recommendations of assistance the employee must follow and provide referral to an appropriate education and treatment program. The SAP shall confer with or obtain documentation from the appropriate education and/or treatment program to which the employee was referred. The employee shall meet with the SAP for a face-to-face follow-up evaluation to determine if the employee has demonstrated successful compliance with his/her initial evaluation recommendations. If the employee has shown successful compliance with the SAP’s recommendations, the SAP will provide a letter to the Village stating such and shall include the follow- up testing plan for the employee as well as any continuing care recommendations. If the employee has not shown successful compliance with the SAP’s recommendations, the SAP will provide a letter to the Village stating such and the employee will not be eligible for a return to duty test until the employee has shown successful compliance with the SAP’s recommendations. If the employee does not comply with the SAP recommendations, the Village will take disciplinary action consistent with the “Last Chance Agreement”. Refusal to agree to a “Last Chance Agreement” will constitute a violation of this policy and the employee will be subject to immediate discharge. The second violation of this policy (positive test) shall result in the immediate discharge of the employee. All costs associated with the evaluations, rehabilitation, return to duty testing and follow-up testing will be the responsibility of the employee. The return to duty testing and following-up testing costs shall be pre-paid by the Village and immediately reimbursed by the employee.
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Positive Drug and/or Alcohol Test. 1. A positive drug and/or alcohol test requested as a result of an accident which causes injury to a person or property damage will be cause for disciplinary action in accordance with Section 3 below.
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Related to Positive Drug and/or Alcohol Test

  • 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.

  • DRUG/ALCOHOL TESTING 11.1 The parties agree that the maintenance of a drug/alcohol free work place is a goal of both the College and the Union. Employees are prohibited from possession, consumption and/or being under the influence of a controlled substance/alcohol while on the College’s premises or during time paid by the employer. Violations of this prohibition may result in a disciplinary action up to and including termination.

  • 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.

  • Random Drug Testing All employees covered by this Agreement shall be subject to random drug testing in accordance with Appendix D.

  • Drug and Alcohol Testing Permitted Testing is permitted where the Employer has reasonable suspicion to believe.

  • 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.

  • 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.

  • DRUG AND ALCOHOL FREE WORKPLACE 20.1 All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.

  • Alcohol Testing Alcohol testing will be conducted by using an evidential breath testing device (EBT) approved by the National Highway Traffic Safety Administration. Non-EBT devices may be used for initial screening tests. A screening test will be conducted first. If the result is an alcohol concentration level of less than 0.02, the test is considered a negative test. If the alcohol concentration level is 0.02 or more, a second confirmation test will be conducted. Levels of .04 or greater on the confirmation test will be considered positive.

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