Pre-Placement Testing Sample Clauses
The Pre-Placement Testing clause requires candidates to undergo specific assessments or evaluations before being officially placed in a role or position. These tests may include skills assessments, medical examinations, background checks, or other relevant screenings to ensure the candidate meets the necessary qualifications and standards for the job. By implementing this clause, organizations can verify candidate suitability and reduce the risk of unsuitable placements, thereby ensuring a better fit and safeguarding workplace standards.
Pre-Placement Testing. All external applicants for City positions within classified regular or classified part-time employment or sworn Fire Department positions shall undergo drug and/or alcohol testing prior to assignment.
Pre-Placement Testing. All external applicants for police officer positions shall undergo drug and/or alcohol testing prior to assignment. Such notice shall be placed in each job application announcement. Job applicants shall only be tested after a conditional offer of employment is made. Refusal to undergo a test, or a confirmed positive test, shall result in a withdrawal of a conditional offer of employment.
Pre-Placement Testing. If required by a building owner or manager, or at the election of the Employer, all newly hired employees into a building may be given urine or breath tests to detect alcohol and/or illegal or non-prescribed controlled substances, excluding marijuana and cannabis, in their systems. Positive test results for controlled substances or alcohol will be considered in making the final employment decision. Such testing will also apply to individuals who reapply for employment after leaving the Employer either through resignation or termination. Refusal to undergo an alcohol or controlled substances test will be grounds for the denial of employment or re- employment. BOLR and the Union acknowledge that the Union does not represent any individual who is not employed by an Employer of the BOLR at the time of the individual’s application for any position, nor has the Union entered into negotiations on behalf of any individual who is an applicant for employment. Rather, BOLR has unilaterally incorporated this provision into this policy. When there is a change of contractors in a building, drug testing will take place only if required by building management or ownership. Proof of such demand by building management or ownership will be provided to the Union upon request. If an employee tests positive, the employee will be entitled to treatment under Section III (C) and will not be terminated.
Pre-Placement Testing. All external applicants for regular full-time or part-time/temporary positions and employees who promote into positions that are involved in safety sensitive occupations, required to operate City equipment or vehicles and/or required to have a Class A, B, or C, commercial driver’s license, shall undergo drug and/or alcohol testing prior to assignment. Such notice shall be placed in each applicable job bulletin.
a. Job applicants shall only be tested after a conditional offer of employment is made.
b. Refusal to undergo a test, or a confirmed positive test, shall result in a withdrawal of a conditional offer of employment.